Alternate Dispute Resolution Policy

The James Madison Memorial Fellowship Foundation (JMMFF) is committed to maintaining a professional work environment by establishing and implementing policies that ensure every employee is respected and valued. JMMFF’s goal is to have a model work environment that makes every effort to prevent or minimize workplace conflicts and disputes at the earliest possible stages.

The Administrative Dispute Resolution Act of 1996 provides the JMMFF with the authority to use Alternative Dispute Resolution (ADR) methods as an option for conflict resolution. JMMFF ensures that ADR’s core tenants of fairness, voluntariness, neutrality, and confidentiality are an integral part of the ADR process, which is used to resolve a wide range of workplace disputes in a collaborative, fair, efficient, and cost-effective manner. ADR will be used, to the maximum extent possible, to resolve equal employment opportunity (EEO) complaints (at either the informal or formal stage) and non-EEO complaints, such as grievances and workplace disputes. When an employee wishes to engage in ADR regarding an EEO issue, management is generally required to participate and must engage in good faith to attain a mutually agreeable solution.

Maintaining a civil and productive work environment is the responsibility of all JMMFF employees. Addressing conflicts to preserve professional relationships is key in advancing JMMFF’s mission and purpose.