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Alternate Dispute Resolution (ADR) have been used for decades in the United States to resolve minor civil disputes

Question 1

Various forms of Alternate Dispute Resolution (ADR) have been used for decades in the United States to resolve minor civil disputes.  What are examples of civil disputes that should be resolved via ADR?  Should they be subject to mediation or arbitration?

Reply 1

Alternative Dispute Resolution is the use of methods such as mediation and arbitration to resolve a dispute instead of litigation. Alternative Dispute Resolution (ADR) is a way to settle disputes without litigation. Using ADR procedures can avoid the acrimony that often accompanies extended trials and allows parties to understand each other’s position and craft their own solutions. “The most common forms of ADR for civil cases are conciliation, mediation, arbitration, neutral evaluation, settlement conferences and community dispute resolution programs” (Carver, Vondra, May-June 2004). Facilitation assumes that the parties want to reach a settlement. The negotiation is done through telephone contacts, written correspondence, or via e-mail. Facilitation is sometimes used by judges at settlement teleconferences exploring alternatives to taking the dispute to trial. Mediation is more formal but still leaves control of the outcome to the parties. An impartial mediator helps the parties try to reach a mutually acceptable resolution to the dispute.

 Arbitration is the most formal of the ADR procedures and takes the decision making away from the parties. The arbitrator hears the arguments and evidence from each side and then decides the outcome of the dispute. In my opinion Arbitration is good for cases where the parties want a third person to settle the dispute but want to avoid the cost of money and time that accompanies a court trial. Arbitration also resembles litigation in that many parties use arbitration as a springboard to negotiation. Parties who know that their dispute will wind up in arbitration often fail to commence serious negotiations until shortly before or shortly after the arbitration proceedings have begun. Frequently, negotiations will continue simultaneously with the arbitration proceedings, meaning the parties’ representatives will discuss settlement outside the hearing room while the hearing itself is underway inside. Arbitration can even expedite negotiations, since the parties know that once the arbitrator has issued a decision, the decision is typically final and rarely appeal-able.

Reply 2

Alternative Dispute Resolution (ADR) is gaining legitimacy in the United States as a way for litigants to work through disputes.  This process aims to create a more convenient, quicker and, lower-cost alternative to the traditional judicial process.  In claims where the plaintiff asks for damages below 50K and 100K, the case can begin with ADR.  (Neubauer & Meinhold, 2017, p. 303)The textbook references the high dollar settlements reached in the BP oil spill case and how their settlements were reached through ADR. It was the “largest experiment in alternative dispute resolution ever attempted. (Neubauer & Meinhold, 2017, p. 305) Other civil matters that could be handled under the ADR model are custody agreements and divorce settlements. The type of process used is dependent on the case and the individuals involved.

Our family can speak from experience when working through custody agreements through mediation. My step-daughter’s agreement was constructed through mediation between my husband and her mom thirteen years ago.  Both still had attorneys present, but no judge or attorney was leading the mediation.  Mediation requires an agreed-upon third party to help the disputing parties work through the process together.  They assist in resolving conflict by supporting communication between the litigants. The process can be voluntary, and there is no requirement of the mediator to determine an outcome.  (Neubauer & Meinhold, 2017, p. 189)

Under arbitration, there are no judges or formal settings but third-party attorneys, either appointed or agreed upon by the parties, hear the evidence presented to them.  There are no witnesses, only the parties involved and the evidence they provide. The arbitrator will issue their ruling based on the evidence presented. If either party is not happy with the outcome, they may reject the recommendations and request a trial in the traditional setting. One built-in safeguard against this is the requirement that parties that reject the results must reimburse the court. (Neubauer & Meinhold, 2017, p. 303)

Question 2

Chapters 10 and 11 address civil procedure.  Do you believe the rules guiding civil litigation are properly structured to lead to the resolution of disputes?  Which aspects of civil procedure could be improved?

Reply 1

In U.S. Common method, there are eight stages that work as devices of suit that administer how to begin claims, how to run them, and how to complete them.” (Neubauer, D. W., and Meinhold, S. S. (2013), p. 323. These means incorporate a documented objection of the solicitor, administration of the protest to the respondent, a composed or formal reply from the litigants given to the area representative for recording, the revelation interaction where the two players trade data appropriate to the current case, movement solicitations to the appointed authority, pretrial meeting, settlement, preliminary, and implementing judgment. (Neubauer, D. W., and Meinhold, S. S. (2013), p. 325. These advances work in a manner to assist with recognizing which cases are reasonable to continue further towards a preliminary or a settlement. Of the eight stages recorded, I am more worried about the disclosure cycle after evidence is heard, each side gives a closing argument. In a jury trial, the judge will explain the law that is relevant to the case and the decisions the jury needs to make. The jury generally is asked to determine whether the defendant is responsible for harming the plaintiff in some way, and then to determine the number of damages that the defendant will be required to pay. If the case is tried before a judge without a jury, known as a “bench” trial, the judge will decide these issues or order relief to the prevailing party. In a civil case, the plaintiff must convince the jury by a “preponderance of the evidence” (that it is more likely than not) that the defendant is responsible for the harm the plaintiff has suffered. By applying rules of evidence, the judge determines which information may be presented in the courtroom. So that witnesses speak from their own knowledge and do not change their story based on what they hear another witness say, they are kept out of the courtroom until they testify. 

Reply 2

”  The rules of civil procedure are strikingly different from those governing criminal prosecutions. For one thing, civil procedures are much more extensive, because they cover a much broader range of legal matters. Just as importantly, rules of civil procedure do not have a constitutional base. The extensive due process guarantees that protect those accused of violating a criminal statute are not applicable in civil proceedings. Civil litigants, for example, are not covered by the Fifth Amendment’s protection against self-incrimination, which means that plaintiffs and defendants alike can be compelled to make statements before trial and can be forced to testify during trial” ( Neubauer p.316). I believe the rules guiding civil litigation are somewhat properly structured to lead to the resolution of disputes due to the interaction of both parties communicating and coming to an agreement. I believe it should remove the majority of divorce cases from the adversary court system and create an alternative that gives families access to needed services, counseling, and financial planning advice in an environment that encourages them to resolve their owndisputes at the end of the day

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Alternate Work Arrangements

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Various alternative work arrangements exist for use in businesses and other types of organizations; included among the options are compressed work weeks, flexible work schedules, telecommuting, and job sharing. This case focuses on alternative work arrangements in general rather than on a particular one exclusively; however, telecommuting does receive additional attention.The case revolves around the potential advantages and disadvantages that are associated with alternative work arrangements, and the factors that are contributing to an increased use of various alternative work arrangements by employers. With respect to the various advantages and disadvantage that are identified in the case, the positives seem to outweigh the negatives. “Organizations that offer flexible working arrangements are, and will continue to be, employers of choice. ¼ Employees consistently rank flexible schedules high on their list of desired benefits; employers who are reluctant to offer these popular perks will find themselves falling short in the bidding wars for talent.” The case identifies three underlying factors that are driving the movement toward the increased utilization of alternative work arrangements in many different workplaces. These factors are: (a) the needs, desires, and expectations of workers for greater flexibility at work; (b) fuel costs and fuel consumption associated with commuting, and the related carbon footprint impact; and (c) the restrictive impact of the 2008-2009 economic recession on job opportunities.The case concludes by pointing out that many nations have experimented successfully with various flexible work programs and some countries have enacted legislation promoting alternative work arrangements. It then poses the question: “Will the United States government and American businesses be adequately prepared to meet future economic challenges, at least in part, by embracing the movement toward increasing use of alternative work arrangements?”Case Study – Alternative Work Arrangements: Possible Solutions for a Plethora of Problems?Alternative work arrangements, such as compressed work weeks, flexible work schedules, telecommuting, or job sharing, can have positive and negative consequences for employers and employees. In general, alternative work arrangements can generate beneficial outcomes, particularly for employers, such as “increased employee retention, loyalty and morale; higher productivity; improved recruiting of highly qualified workers; decreased employee tardiness and unscheduled absences; and maximum use of facilities and equipment.” On the employees’ side, telecommuting—one type of alternative work arrangement—has favorable effects on perceived autonomy, the resolution of work–family conflicts, job performance, job satisfaction, and the experience of stress. What is more, it does not harm perceived career prospects or the quality of workplace relationships. On the downside, however, are the challenges associated with making these programs work for both employer and employees: handling issues regarding employee training, work monitoring, and performance evaluation; maintaining lines of communication with bosses and coworkers; and changing the attitudes of managers who might be uncomfortable with anything other than traditional working arrangements.On balance the positives seem to outweigh the negatives. “Organizations that offer flexible working arrangements are, and will continue to be, employers of choice.¼ Employees consistently rank flexible schedules high on their list of desired benefits; employers who are reluctant to offer these popular perks will find themselves falling short in the bidding wars for talent.”Although alternative work arrangements can be highly beneficial for both employers and employees, we need to ask the question: “What seems to be the underlying factors that are driving the movement toward the increased utilization of alternative work arrangements in many different workplaces?” One factor reflects the needs and desires of workers. “Many people today are seeking flexibility at work. Parents ¼ may want more time for family. Students hope to fit employment into a busy class schedule. And some people look for work after retirement. Whatever their situation, they’re not alone in wanting a job that’s a better match for their lives.”Younger workers and those nearing retirement age are two particular segments of the workforce that can be meaningfully targeted by employers offering various alternative work arrangements. Younger workers are entering the workforce with different expectations than previous generations of workers. Whereas their parents were work-centric, most members of Generations X and Y give priority to their personal lives; or at the very least they desire to balance their work lives and personal lives. Sharif Khan, vice-president of human resources at Microsoft Canada, says, “Gen X and Gen Y are coming into the workplace with the expectation that they’re going to be treated as individuals, [who] ¼ want to be able to fit their life and their work together comfortably, as opposed to focusing on work and dealing with life after the fact.”Another important demographic group in the workforce consists of those individuals nearing retirement. “Baby Boomers are reaching retirement age. While many Boomers may choose to stretch their retirement date based on some combination of lifestyle choice and recent market developments, many are opting for less-demanding positions or reduced workloads.” “By 2020, 16 percent of the U.S. population will be age 65 and over, up from 12 percent in 1999. ¼ Yet leaders of many organizations ignore aging workforce issues despite the potential problems they see coming, and some damage seems likely to occur before the issues receive appropriate attention.” “[T]he size of the Baby Boomer demographic group exceeds current graduating classes, and replacing their experience will be a challenge for most firms.”Increasingly, business and governmental organizations are adopting alternative work arrangements for economic reasons. For example, a May 2008 poll conducted by the Society for Human Resource Management indicated that 18 percent of responding organizations offered telecommuting in order to help employees with rising fuel costs. Four months later, with fuel prices continuing to soar, the percentage of organizations offering the telecommuting option had risen to 40 percent. In October 2008, when gasoline prices were peaking, Ann Bednarz, writing in Network World, reported that “[g]as shortages in the Southeast United States are prompting companies to consider expanding their telework programs so employees can conserve fuel. Other options workers are weighing include greater use of carpools and public transit, along with alternative scheduling arrangements such as four-day work weeks.”In addition to the dramatic increase in fuel costs in the summer and autumn of 2008, concerns about global warming and long commutes have fostered interest in alternative arrangements. Moreover, two recession-related factors could lead more employees to seek out long-distance telecommuting options for at least part of their time on the job. First, the slow housing market limits people’s ability to move to new jobs. Consequently, rather than physically commuting a long distance for a new job, part-time, long-distance telecommuting could be an option. Second, the weak job market that has been caused by the recession appears to be increasing the number of commuter marriages wherein the spouses work in different cities. Here too, part-time, long-distance telecommuting might be a viable option.Many nations have experimented successfully with various flexible work programs; and indeed, some countries have enacted laws to make alternative work arrangements more accessible to employees. Although the United States has not enacted such legislation, the demographic and economic changes that are occurring may result in alternative work arrangements laws that “could play an important role in preparing the U.S. economy for the future.”Will the U.S. government and American businesses be adequately prepared to meet future economic challenges, at least in part, by embracing the movement toward increasing use of alternative work arrangements?This case was written by Michael K. McCuddy, The Louis S. and Mary L. Morgal Chair of Christian Business Ethics and Professor of Management, College of Business Administration, Valparaiso University.In your paper discuss the following questions with concepts from the course:1. How can employees benefit from alternative work arrangements?  Why?2. What are some of the possible negative outcomes for employers and/or employees regarding alternative work arrangements? Please explain your answer.3. What types of factors are influencing organizations to consider using alternative work arrangements? Explain how alternative work arrangements can address the problems/issues that are raised by these factors.4. Should the availability of alternative work arrangements to employees in the United States be mandated by law? Why or why not?

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Business: Alternate Work Arrangements

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Alternative Work Arrangements: Are they Possible Solutions for a Plethora of Problems?

How Employees can Benefit from Alternative Work Arrangements

            An alternative work arrangement benefits the employers and the employees. An employee on alternative work arrangement has more flexibility as it offers him/her the ability to combine work and family matters. The use of telecommuting, for instance, offers one the opportunity to work from home, and this helps in reducing the work-relationship issues. Moreover, alternative work arrangements, such as part-time and four-day work, help in cushioning the employees against the effects of increased fuel costs.

Finally, alternative work creates flexibility, which is of great benefit to the old workers nearing retirement age and the young generations, who need more balance between their work schedules and lifestyles.

Some of the Possible Negative Outcomes for Employers and/or Employees Regarding Alternative Work Arrangements          

The use of alternative work arrangements is not……………………………………….……………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….

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