2. All agencies should establish alternative dispute resolution (ADR) methods and options for the informal disposition of employment disputes. By December 1994, each agency head should make available to all worksites methods and options for resolving disputes that are alternatives to established procedures governing EEO complaints, labor disputes, grievances, and appeals. The director of the Office of Personnel Management (OPM) should eliminate, by December 1994, all regulations governing internal agency grievance and appeal procedures, thus freeing agencies to tailor ADR techniques to various situations. EEOC should continue to provide guidance and assistance in application of ADR to the complaint process and should eliminate regulations requiring specific processes to be used in the informal stage, thus also freeing agencies to creatively apply ADR. OPM and EEOC should jointly develop comprehensive training programs for managers, employees, and dispute resolution specialists. Training should cover ADR techniques and options and should be made available to agencies, for example as train-the-trainer, to eliminate duplication of effort among agencies.
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