What Is Alternative Dispute Resolution?
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1. Alternative Dispute Resolution consists of:
   1. A collection of processes used in dealing with disputes and usually incorporates the use of a neutral or mediator.
   2. A mechanism that permits someone else to resolve my problems for me.
   3. A group of individuals that make decisions regarding disputes.
   4. A confidential forum for dealing with complaints, grievances and disputes.
   5. A venue which strives to find mutually acceptable resolutions to complaints, grievances and disputes.
   6. All of the above
   
   
   
2. Who can use the ADR process?
   1. Contractors
   2. Commissioned Corps employees
   3. Fellows
   4. Tenured federal civil service employees
   5. Only employees who are members of the Union
   6. All of the above
   
   
   
3. When is the best time to consider an ADR meeting or process?
   1. One year after the onset of problems
   2. Six months after onset of problems
   3. Only after a grievance or complaint has been filed
   4. Once the dispute has escalated beyond my control
   5. As soon as disciplinary action has been initiated
   6. All of the above
   7. None of the above
   
   
   
4. How long will ADR take?
   1. One day
   2. One hour
   3. Varying amounts of time
   4. A short phone call
   
   
   
5. Why should I consider using ADR?
   1. It is a cost effective means of resolving disputes
   2. It is prompt
   3. It is free
   4. It is confidential
   5. It is informal
   6. All of the above
   
   
   
6. Why should I devote my time to having "warm and fuzzy" meetings with disgruntled employees?
   1. Our working relationship could be repaired.
   2. It will minimize the impact on the morale of others in the work group.
   3. I will have a better understanding of why an issue is important to the employee.
   4. It may result in minimizing disruption and impact on productivity of my work group.
   5. I will be able to work with the other party to creatively resolve the concern instead of having a third party make a decision about the outcome.
   6. All of the above
   7. None of the above
   
   
   
7. As a supervisor, if I am asked to participate in an ADR process, I should:
   1. Immediately declare my innocence.
   2. Become defensive, argumentative and refuse to participate.
   3. Attend the meeting but allow the employee to do all the talking.
   4. Attend and be prepared to participate fully in an attempt to find a solution that works for all parties.
   5. Listen respectfully and attempt to understand why the issue is important to the employee.
   6. Deny everything.
   
   
   
8. Who could accompany me at the ADR session?
   1. My spouse, significant other or friend.
   2. A representative of my choosing.
   3. A lawyer.
   4. A Union Representative.
   5. All of the above
   
   
   
9. During the ADR process, participants have an opportunity to:
   1. Argue for hours.
   2. Blame and finger point.
   3. State their perspective regarding the stated concerns in a respectful forum.
   4. Get what I want.
   5. Demand that the neutral make a decision about who is right or wrong.
   
   
   

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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