Mediation
Conflict Checklist
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1. The following allegations/issues are suitable for mediation:
   1. allegations of sexual harassment
   2. allegations of discrimination
   3. disciplinary actions
   4. employee to employee disputes
   5. all of the above
      
      
2. In the mediation process, the neutral or mediator decides the outcome of the dispute.
   1. True
   2. False
      
      
3. If an individual files an EEO Complaint or Grievance, he/she cannot enter into mediation via the Alternative Dispute Resolution (ADR) Office.
   1. True
   2. False
      
      
4. The CDC ADR Office uses the following processes to attempt resolution of disputes:
   1. facilitation
   2. mediation
   3. conciliation
   4. neutral fact-finding
   5. all of the above
      
      
5. The mediator’s role during the mediation process is:
   1. an employee advocate
   2. management’s representative
   3. an investigator
   4. by beginning the conversation with my opinion of what should be done
   5. a neutral third party
      
      
6. Disputants participating in mediation may have anyone of their choice serve as their representative.
   1. True
   2. False
      
      
7. Which of the following is a true statement:
   1. Discussions taking place during mediation are transcribed for inclusion in future complaints or grievances.
   2. Results of the mediation are reported to the supervisor of each disputant by the mediator.
   3. ADR communications are highly confidential. Any notes taken during the mediation are destroyed by the mediator prior to parties departing the meeting. The only record of the meeting having taken place is a resolution agreement if the mediation results in resolution and the parties desire to have the agreement placed in writing.
   4. The CDC/ATSDR mediation process is only for permanent CDC employees.
      
      
8. Why should I use ADR?
   1. It's mandatory for CDC/ATSDR employees experiencing conflict.
   2. It saves money, time and resources, helps improve relationships, builds trust, and reduces the likelihood of further disputes.
   3. It's a confidential process.
   4. If the ADR process is unsuccessful and I later file a complaint or grievance about the same issue, my decision to use the ADR process may later be used in my favor.
      
      
9. What are the alternatives to using the ADR process to address disputes at CDC/ATSDR?
   1. equal employment opportunity complaints
   2. grievances
   3. responding to affidavits
   4. decreased sick leave usage and loss productivity
   5. all of the above

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This page last reviewed May 21, 2003
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Centers for Disease Control and Prevention
Office of the Director
Alternative Dispute Resolution and Conflict Prevention