On May 21, the U.S. Supreme Court in the Epic Systems v. Lewis case affirmed the ability of companies to use mandatory arbitration clauses in employment agreements that are accompanied by waivers of class processes in litigation and arbitration. So what’s next, both for dispute resolution and employers (particularly in the context of the #MeToo movement)?

‘Redefining Winning’

This is one of the important messages that my organization, the CPR Institute, imparts to the business community. Dealing with conflict is not a zero-sum game and often the best solutions that preserve relationships are achieved mediating disputes and using other alternative dispute resolution approaches, rather than litigating in court. I suggest that this way of thinking is even more apt to conflicts in the employment context.

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