Alternative dispute resolution (ADR) consists of a variety of approaches to early intervention and dispute resolution. Many of these approaches include the use of a neutral individual. ADR increases the parties' opportunities to resolve disputes prior to or during the use of formal administrative procedures and litigation. Three forms of ADR most often used are mediation, facilitation and early neutral evaluation.

It is inevitable that some workplace disputes cannot resolve themselves. Sometimes we need to work through official channels. As an employee, supervisor, manager or union official, you may have participated in workplace dispute resolution processes at some time during your federal career. Many have concluded that traditional Equal Employment Opportunity grievance and litigation procedures to resolve workplace disputes are:
 

-Long and drawn out, sometimes lasting for years
-Costly in terms of time spent and money required
-Too formal
-Obstacles to good working relationships
-Decided by "outsiders" who do not fully understand the situation
-Impedes mission accomplishment

Many years of experience with the traditional methods of dispute resolution have led several federal agencies and private industry to design alternative, new and creative means for handling workplace disputes. The Air Force has developed its own Alternative Dispute Resolution program to resolve workplace problems. The program encourages open communication and discussion between the parties, who use their own creative ideas to resolve disputes.

The benefits of resolving issues under the ADR program:

- Promoting a healthy employment relationship by including the parties directly in designing a resolution to their workplace problems
- Reaching a solution quickly, before the situation worsens
- Reducing costs in terms of money and time spent reaching resolution
- Focusing on the interests of the parties and their long term relationship, rather than their legal position
- Improving future work relationships
- Encouraging the parties to speak directly to each other rather than to a judge
- Creating a win-win situation

- The employee or management official identifies a workplace problem.
- The employee is encouraged to raise the problem through the chain of command/supervision.
- The employee/management official may contact his/her supervisor, the EO Office, Civilian Personnel (CPO), Inspector General, Union, Chaplain, Employee Assistance Program Office or the Alternative Dispute Program Office.
- The official contacted refers the issue either to the appropriate office or the ADR office.
- The ADR office may discuss the matter with the employee/management official to determine the feasibility of using ADR to resolve the matter.
- The ADR office determines whether to offer one of the methods of ADR for dispute resolution (mediation, facilitation or early neutral evaluation). 
- The parties agree to use the method offered or to use traditional dispute resolution procedures.
- If the parties choose ADR, they attempt to resolve the disputed issue(s) in good faith and by full and open communication, respecting the rights of each party to present his/her perspective.

If you are offered the choice to resolve your problem through ADR, it is up to you whether or not to use it. Employee participation in ADR is strictly voluntary. You may choose ADR or have your problem addressed under traditional procedures applicable to the issue. In order to make an informed decision concerning participation in ADR, you will be provided all the information you need. Every question you have will be answered.

Yes! The ADR Program resulted in significant benefits to both the employer and employees. The manager and employee communicate directly and participate in designing a solution that makes sense to them. Issues are raised early and resolved quickly.

The EO counselor, when contacted by the complainant, will make whatever inquiry is necessary into the matter. The counselor will seek a resolution on an informal basis via a facilitation effort with management and the complainant.

The aggrieved will receive counseling information concerning the issues presented; and on their rights and procedures to process the complaint formally if not satisfied with the attempt at informal resolution. The complainant's identity may not be revealed to anyone unless the complainant authorizes it in writing, or until after a formal complaint has been accepted for processing at the formal stage.

The complainant has the right to be accompanied, represented or advised by a representative of his or her choice during any stage of the complaint process. The representative must be designated in writing. Persons who take part in presenting or processing discrimination complaints are to be free from any type restraint, interference, coercion, discrimination, or reprisal; they are given full due process. 

If the complaint is not resolved informally, and the complainant decides to file a formal complaint, the formal complaint must be filed within 15 calendar days after the final interview with the EO counselor. The formal complaint must be in writing all information and materials will be given to clients by Holloman EO Counselors. The EO Director will ensure proper and timely processing of formal complaints in accordance with 29 C.F.R Part 1614 provisions.