Employment Dispute Resolution | Atlanta Dispute Resolution

Resolving Workplace Conflicts Effectively

Employment disputes are among the most sensitive and consequential matters facing both individuals and organizations. Whether you are an employee asserting your rights, an employer managing workplace conflict, or legal counsel representing either side, Atlanta Dispute Resolution provides experienced, neutral, and confidential dispute resolution services designed to achieve fair outcomes while preserving dignity and, where possible, ongoing workplace relationships.

Our employment mediators bring extensive experience with the legal and human dimensions of workplace conflict, enabling them to facilitate productive dialogue in even the most contentious employment disputes.

EEOC Mediation: The Equal Employment Opportunity Commission (EEOC) strongly encourages mediation of employment discrimination charges before investigation or litigation. Private mediation through Atlanta Dispute Resolution is an effective alternative that offers greater scheduling flexibility, confidentiality, and mediator selection than the EEOC's internal program.

Employment Disputes We Handle

Wrongful termination — disputes over the circumstances and legality of an employee's discharge
Workplace discrimination — race, gender, age, disability, religion, national origin, and other protected class claims under Title VII, ADA, ADEA, and Georgia law
Sexual harassment and hostile work environment — Title IX and Title VII claims requiring sensitive, confidential handling
Wage and hour disputes — unpaid wages, overtime violations, misclassification of employees as independent contractors
Non-compete and non-solicitation agreement disputes — enforcement or challenge of restrictive covenants under Georgia's Restrictive Covenants Act (O.C.G.A. § 13-8-50 et seq.)
Executive compensation disputes — bonus, commission, equity, and severance disagreements
Retaliation claims — disputes arising from protected whistleblower activity or participation in protected proceedings
Workplace accommodation disputes — ADA and religious accommodation disagreements
Partnership and professional firm disputes — partner buyout disagreements, compensation disputes, expulsion from professional partnerships
Independent contractor disputes — scope of services, compensation, and termination of independent contractor relationships

Benefits of Employment Mediation

For Employees

Faster resolution than EEOC investigation or employment litigation, which can take 2–5 years
Complete confidentiality — no public court record of your claims or settlement
Control over the outcome rather than placing your case in the hands of a jury
Opportunity to address non-monetary interests such as references, records correction, or policy changes
Lower legal fees compared to full employment litigation

For Employers

Avoid the cost, distraction, and reputational risk of employment litigation
Confidential resolution protects against public disclosure of internal workplace matters
Preserve institutional knowledge and workforce morale by resolving disputes quickly
Enforce arbitration agreements contained in employment contracts or offer letters
Demonstrate good faith in addressing employee concerns, which may be valuable in any subsequent proceedings

Workplace Mediation vs. Employment Arbitration

Employment Mediation

Mediation is voluntary and non-binding — neither party is required to settle. It is particularly effective when the employment relationship (or a reference) is still important to one or both parties, when multiple issues need to be resolved, or when a quick resolution is desirable. The mediator facilitates negotiation but does not decide the outcome.

Employment Arbitration

Where an employment contract or arbitration agreement requires it, Atlanta Dispute Resolution can administer binding employment arbitration. The arbitrator reviews evidence and renders a binding award that is enforceable in Georgia courts. We administer arbitrations under agreed rules or, by default, the AAA Employment Arbitration Rules.

Georgia Non-Compete Law: Georgia's Restrictive Covenants Act (O.C.G.A. § 13-8-50 et seq.) governs the enforceability of non-compete, non-solicitation, and non-disclosure agreements. Disputes over these agreements are particularly well-suited to mediation or arbitration given their time-sensitive nature and the commercial sensitivity of the underlying information.

Our Employment Mediation Process

Atlanta Dispute Resolution's employment mediations are structured to address both the legal claims and the underlying human dynamics:

Confidential position statements: Each party submits a pre-session statement summarizing their position and key facts
Flexible session format: Joint and/or separate sessions as appropriate to the dynamics of the dispute
Interest-based facilitation: Our mediators are trained to explore each party's underlying interests — not just legal positions — to identify creative resolution options
Non-disparagement and reference terms: Employment settlements often include non-monetary terms that only mediation can deliver
Written agreement: Settlements are documented in a binding written agreement signed at the conclusion of the session

Virtual Employment Mediation

Virtual employment mediation is available and often preferred in employment matters, allowing the employee, employer, and their respective counsel to participate from separate locations. This format reduces the potential for workplace tension and allows the employee to participate from a neutral, comfortable environment.