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Employment ADR [CLOs: 1, 2] Prior to beginning this discussion, review this week’s weekly lecture. Many employers today are asking employees to sign an agreement that requires mandatory ADR for work related disputes prior to commencing employment. The ADR could be mediation or arbitration. In your initial post, evaluate the pros and cons of mandatory ADR provisions in an employment contract and set forth reasons why so many employers are now requiring ADR provisions. Do you think employment should be contingent upon the employee signing the agreement? Support your evaluations using at least two scholarly and/or credible sources about the proposed amendments. Your initial post must be three to four paragraphs in length. Week 6 Guidance Week 6 will provide an overview of current events in the human relations (HR) industry, as well as alternative dispute resolution and litigation of HR issues. One of the main issues HR professionals face in today’s employment settings is the issue of unfair treatment, such as termination or promotion in the workplace. This week we will review the various issues including how to minimize risks, as well as resolve these issues. This week’s assignments include reading Chapters 10, 11, and 12 of the textbook, two discussion board questions, and a final assignment. I think that the material to be learned in this class will be useful to every day issues that can arise. As for the discussion questions, you can use your textbook as a reference, as well as other outside academic references. The rubric for the discussion boards can be found in the classroom. Please email me with any questions. Week 6 Assignment Overview Read Chapters 10-12 1. Discussion 1: Legal or Illegal Termination Due by day 3 2. Discussion 2: Employment ADR Due by day 3 3. Assignment: Human Resource Policy and Manual Due by day 7 HR professionals will see a multitude of employee complaints. Those complaints will range from wrongful termination, to wrongful discipline, to harassment, and discrimination, just to name a few. HR professionals need to set in place policies and procedures for minimizing such complaints and methods for dealing with such complaints once they arise. One method is to establish at-will employment agreements (Remington, Heiser, Smythe, & Sovereign, 2012). An at-will employee can be terminated without cause. The employee needs to establish this agreement upfront via an application form, disclaimers, and employee handbooks. The employer also should establish a complaint procedure in which the employees feel secure filing a grievance (Remington et al., 2012). Complaint procedures can help eliminate future lawsuits on various issues. An employee handbook or policy manual is a great means of providing employees with specific information about the employer and the organization’s policies and procedures. The handbook may include policies on drug testing, electronic communication, compensation and benefits, harassment, discrimination, work schedules, dress codes, time off, leave of absences, etc. This document can spell out the expectations for not only the employees but also what the employees can expect from the employer (Remington et al., 2012). Additionally, an employee handbook should describe the legal obligations as an employer, employees’ rights, and the various employment and labor laws. The main concern with the HR policy or handbook is making sure each employee receives a copy, signs an acknowledgment that he or she received the handbook, read the handbook, and understood its contents. Also, Keeping the employee acknowledgments in a safe place for future reference is crucial for employers. If the manual or handbook is revised, ever so slightly, the revision has to be disseminated to all employees, and again an acknowledgment is executed by all employees (Remington et al., 2012). As you will see in this week’s material, there are means to protect employees and employers from different employment situations. I hope that the above information will help you to understand this week’s material better. Again, if you have any questions, please do not hesitate to contact me. References Remington, J., Heiser, R. T., Smythe, C., & Sovereign, K. (2012). Human resources law (5th ed.). Upper Saddle River, NJ: Pearson. Required Resources Text Remington, J., Heiser, R. T., Smythe, C., & Sovereign, K. (2012). Human resources law (5th ed.). Pearson. Chapter 10: Avoiding Termination Litigation Chapter 11: Alternative Dispute Resolution Chapter 12: Human Resource Issues in the Twenty-First Century Article U.S. Equal Employment Opportunity Commission. (n.d). Prohibited employment policies/practicesLinks to an external site.. Retrieved from https://www.eeoc.gov/laws/practices/index.cfm