LADR Bulletins

Should My Business Adopt a Policy Requiring Mediation of Disputes?

Posted by LADR on Jan 23rd, 2015 in Employment Mediation

If you are a business owner that could potentially face a lawsuit brought by an employee, a vendor, or client, you know how costly legal disputes can be, both in terms of time lost and money lost. Adopting a policy of alternative dispute resolution for all stakeholders in your business can help you avoid the […]

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Mediation Myths: What You Should Know

Posted by LADR on Jan 12th, 2015 in Employment Mediation

Many myths exist about the mediation process. Understanding the misconceptions and knowing what is reality makes it easier to determine whether mediation is the right option for settling your dispute. What are some of the most common myths about mediation? “Some Cases are Not Right for Mediation” While there are certainly instances in which mediation […]

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How to Reduce the Cost of Workplace Conflict

Posted by LADR on Jan 12th, 2015 in Workplace Facilitation

Conflict is an inevitable part of life. In the workplace, conflict cannot be entirely eliminated, but it can be properly managed. When legal disputes arise in the workplace, they can consume the company and its employees. They are costly, not only from a financial perspective, but also from a personal and emotional perspective. They are […]

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Katy Miller is Recognized as Top Colorado Mediator

Posted by LADR on Sep 22nd, 2014 in LADR News

Kathryn E. Miller was recently recognized by Law Week Colorado as the 2014 Barrister’s Best Mediator.  Click here to read more.

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What is the Difference between Mediation and Arbitration?

Posted by LADR on Jul 7th, 2014 in Employment Mediation

Mediation and arbitration are both forms of alternative dispute resolution (ADR), meaning alternatives to the expensive and time-consuming litigation of a lengthy court battle. Mediation and arbitration are similar in that they bring together parties in conflict to resolve an issue outside of the courtroom, but each has its own unique way of doing so. […]

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Five Top Reasons to Choose Mediation Instead of Litigation

Posted by LADR on Jul 7th, 2014 in Family Law Mediation

In today’s society, legal disputes can ruin a company, a family, or an individual. They are costly, not only from a financial perspective, but also from personal and emotional perspectives. They are time consuming, and can be so distracting to management or to the individual that they impact one’s ability to do much else. Mediation […]

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How to Choose a Mediator

Posted by LADR on Jul 7th, 2014 in Employment Mediation

The range of types of mediations and mediator styles is broad indeed. Not all cases demand the same style or format. It is important that you select the right mediator for each case. In learning about your prospective mediators, consider these issues. Do you want a joint session? Discuss with your client the different mediation […]

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What Information Should I Give to the Evaluative Mediator?

Posted by LADR on May 27th, 2014 in Workplace Facilitation

When you want a mediator who will review the factual and legal issues and apply his or her experience to evaluate the claims and defenses, you want to engage an evaluative mediator. The evaluative mediator looks at the strengths and weaknesses of each side’s case, and then seeks to persuade the parties to compromise their […]

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What Information Should You Give to the Mediator?

Posted by LADR on May 27th, 2014 in Workplace Facilitation

What you provide to the mediator will depend on the type of mediator you have selected. Typically, a facilitative mediator will prefer that the parties not provide lengthy written materials that deal with the evidentiary issues and factual disputes. Rather, the facilitative mediator will prefer to learn most of the information in the mediation session […]

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What Does My Mediator Mean When She Asks about Barriers?

Posted by LADR on May 27th, 2014 in Employment Mediation

There may be barriers to resolution of a dispute that would be helpful for the mediator to know prior to the mediation. Whether you discuss these barriers with your client depends on your client’s ability to “hear the message.” Such impediments to settlement are highly personal and fact-dependent. For employees, barriers that impede the ability […]

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