Alternative Dispute Resolution (ADR)
It is Army policy to encourage the voluntary use of alternative dispute resolution processes, such as mediation and facilitation, to resolve administrative disputes as early as possible, by the fastest and least expensive methods available, and at the lowest possible organizational level. All disputes should be considered for ADR. While ADR is not appropriate for every dispute, it is often the best choice, especially when it is necessary or desired to preserve the relationship between the parties, whether that relationship involves employment or contractual obligations.
The current ADR policy, promulgated by a SECARMY memorandum on 22 June 2007, gives the Office of the Army General Counsel the overall responsibility for ADR policy, guidance, and training. The program’s two major focus areas are in workplace disputes
dealing with civilian employees and labor-management relations, and acquisition disputes, such as contract claims and appeals.
The Army ADR Program is administered by the ADR Practice Group in OGC. It is staffed by an attorney director, an attorney director of ADR for workplace disputes and training, and an attorney director of ADR for acquisition disputes. Although workplace and acquisition disputes are the program’s primary focus, Army ADR policy applies to other disputes as well, including environmental conflicts and claims.
The ADR Practice Group provides advice and guidance regarding the uses of ADR, collects and reports ADR data for the Army, helps disputing parties obtained appropriate third-party neutral support, and conducts training in mediation and negotiation skills and other conflict management and prevention processes upon request.
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