Comment about this post:

1. What do you think would constitute an effective alternative dispute resolution system?

I believe that the both mediation and arbitration would constitute effective alternative dispute resolution systems. Mediation, with the use of a mediator, help employees and managers negotiate and reach an agreement between parties (Snell and Morris, 2019). Using thsi method is a form of compromise. Arbitration allows the neutral party come up with a solution outside of court after reviewing and hearing all the evidence from all parties involved (Snell and Morris, 2019). Since mediation and arbitration both have to do with compromising, reaching an agreement between all parties involved, and can be setteld out of court, I believe these two would constitute an effective dispute resolution system.

2. What benefits would you expect from such a system?

The benefits that either of these systems would produce would be first, the settlement outside of court which could entail long processes and long wait times for settlement. Second, both parties would resolve with a decision and or resolution that both agree on and are content with promoting a positive working relationship (Snell and Morris, 2019).

3. If you were asked to rule on a discharge (firing case), what factors would you analyze in deciding whether to uphold or reverse the employer's action?

There are many factors that I would investigate prior to proceeding with terminating an employee. These would include, finding out if the employee has a history of being placed on a plan of action due to poor performance and have they been re-evaluated, was the employee given multiple warnings with the same allegations, was the employee performing below capacity for the organization, has the employer met with the employee and evaluated the situation (Snell and Morris, 2019). After all these factors have been completed and has had negative results impacting the employee then I would proceed with the employer's actions.