With the increase in litigation — especially employment litigation — in the 1990s, the time from inception of a lawsuit to decision continued to grow, as did the costs (both actual and "lost opportunity" costs), giving new meaning to the phrase, "Justice delayed is justice denied." Companies began to re-examine their objectives and view their desired outcomes not so much from a legal standpoint, but more from a business perspective. ADR, with its efficiency, speed and cost-effectiveness, became a far more attractive alternative to traditional litigation.

Equally important, ADR gives parties the unique ability to fashion the process, preferably through mutual agreement, according to their specific needs. They can use ADR either as a true alternative to, or in conjunction with, the traditional litigation process with a single objective in mind: to obtain a mutually satisfactory result, as quickly and cost-effectively as possible. Course Summary

This Course is intended to help management and human-resources staff recognize the different forms of ADR and respond to situations in the workplace where ADR may be appropriate. The topics covered in the Course include —