ADR program ensures conflict resolved at lowest level Published June 1, 2016 By Mark Wyatt 66th Air Base Group Public Affairs HANSCOM AIR FORCE BASE, Mass. -- For Hanscom military and civilian federal employees experiencing conflict in the workplace, assistance is available through the Alternative Dispute Resolution program run by the Equal Opportunity office here. The Administrative Dispute Resolution Act of 1996 is the foundation of the Hanscom ADR program. Alternative Dispute Resolution is an umbrella term that encompasses many different ways to resolve disputes, conflicts or misunderstandings within the federal government. "The program provides military and civilian personnel at Hanscom an informal and voluntary way to resolve disagreements in a confidential, safe and mutually satisfying manner at the lowest level possible," said Wendy Reyes, Equal Opportunity director and installation ADR manager. "The objective of the ADR program is to provide early intervention support and resolve conflict prior to escalation and disruption to accomplishing the mission." The two most commonly used techniques to resolve issues at Hanscom are mediation and facilitation. Mediation is a structured process that involves the assistance of a qualified mediator to help resolve issues of concerns between two parties. "By the two parties coming together to voluntarily participate in guided discussions through a trained neutral third-party Alternative Dispute Resolution specialist, the individuals address the issues that are the cause of the conflict," Reyes said. The other technique, facilitation, is an unstructured and flexible process in which a trained and neutral facilitator assists a group of people with resolving issues of concern. The goal of both techniques is to work toward reaching a consensual agreement between all parties involved. Among the issues ADR may be useful for include EO complaints, unfair labor practice, administrative, union or management grievances. "The Alternative Dispute Resolution program does not decide blame; it only focuses on finding a way to resolve issues so teams are able to work together more cohesively," Reyes said. The process encourages resolution at the lowest level and that federal laws and Air Force policies are upheld. Following the identification of a workplace issue, and after attempting to work the dispute through the unit's chain of command, a military or civilian employee may contact their supervisor or an Equal Opportunity counselor about initiating the ADR program. For federal civilian employees, they may also contact civilian personnel to begin the process. After an employee requests an ADR, Equal Opportunity counselors contact all parties involved. "Once all parties voluntarily choose Alternative Dispute Resolution as a way to resolve the conflict, they are briefed on their individual roles and responsibilities, what to expect and how to prepare for the ADR process," Reyes said. "The parties work toward resolving the issues they are having in good faith and through open communication." According to Reyes, following the use of the Alternative Dispute Resolution program, parties often see improved communications and workplace relationships that promote a healthier workplace environment. "Quite often workplace disputes disrupt the morale and productivity of an organization if not addressed quickly," she said. "Our team is committed to ensuring each and every member of Team Hanscom is provided the dignity and respect they deserve." For further information about the ADR program, visit www.adr.af.mil or contact the EO office at 781-225-6397.