Strengthening Online Dispute Resolution Justice
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Basic Adjudication Guidelines
Basic Adjudication Guidelines These materials are provided for general informational purposes only and do not, and are not intended to, constitute legal advice. You should consult your own legal counsel concerning your particular facts and circumstances and any specific legal questions you may have regarding the issues addressed in these materials. As an independent business owner, you remain solely responsible for recruiting, hiring, training, scheduling, supervising and paying the persons who work in your store and those persons are your employees, and not employees of Domino’s Pizza LLC. By providing these materials, we do not assume any of your responsibilities or duties. You may use these materials, or not, at your discretion. Adjudication Results Client must set results to Does Not Meet after HireRight review Adjudication Results Explanation MEETS COMPANY The applicant’s background check results do not trigger any of the defined STANDARDS (MEETS adjudication criteria, allowing the hiring process to continue for the candidate. COMPANY STANDARDS) The applicant’s background check results have triggered some questions. Please PENDING/ Pending Potential review the report details and make the appropriate employment decision. Conflict Does Not Meet Company Once the client sets a report to “Does Not Meet Company Standards”, The FCRA Standards pre-adverse/adverse letter process should start. Social Security Trace (SSN) Item # Description Recommended Adjudication Status 1 Valid SSN Trace Meets Company standards 2 No data or invalid trace Pending 3 No data age 21 and older Pending 4 No DOB available and No data Pending 5 No data under 21 Meets Company Standards SSN Validation Item # Description Recommended Adjudication Status 1 SSN has not been issued Pending 2 SSN belongs to deceased individual. -
The Effect of Emotional Intelligence on Negotiation Behaviour
The Effect of Emotional Intelligence on Negotiation Behaviour Author: Lara Reppert University of Twente P.O. Box 217, 7500AE Enschede The Netherlands ABSTRACT, Emotional intelligence (EI) and negotiation behaviour are both a growing body of research. Nevertheless, the effect of emotional intelligence on negotiation behaviour by purchasers received little attention in past literature. Hence, there is less known about the relationship between both topics combined. The positive influence of emotional intelligence on leadership effectiveness, job performance and workplace outcomes is proven. Also, negotiations are taking up an important role in conducting B2B transactions due to being an essential element of organisational buying firms. Therefore, the question arises if there is a connection between emotional intelligence and negotiation behaviour. The purpose of this study is to tackle the gap of both fields combined and to explore whether there is a relationship. Thus, qualitative data in the form of semi-structured interviews of 19 purchasers was collected where ten were chosen for the analysis based on their emotional intelligence score through the Gert- s. It has been found that participants with a lower EI use ‘compromise’ and participants with a higher EI use ‘soft competition’ negotiation behaviour. Although it is only a slight difference between low and high EI individuals, emotional intelligence has been found to have an impact on the negotiation behaviour used by organisational buyers. Nevertheless, further research is required in order to be able to generalise findings for a practical implication due to limited previous studies. Graduation Committee members: First Supervisor: Dr. Aldis G. Sigurdardottir Second Supervisor: Vincent F. -
Anger in Negotiations: a Review of Causes, Effects, and Unanswered Questions David A
Negotiation and Conflict Management Research Anger in Negotiations: A Review of Causes, Effects, and Unanswered Questions David A. Hunsaker Department of Management, University of Utah, Salt Lake City, UT, U.S.A. Keywords Abstract anger, negotiation, emotion, attribution. This article reviews the literature on the emotion of anger in the negotia- tion context. I discuss the known antecedents of anger in negotiation, as Correspondence well as its positive and negative inter- and intrapersonal effects. I pay par- David Hunsaker, David Eccles ticular attention to the apparent disagreements within the literature con- School of Business, Spencer Fox cerning the benefits and drawbacks of using anger to gain advantage in Eccles Business Building, negotiations and employ Attribution Theory as a unifying mechanism to University of Utah, 1655 East Campus Center Drive, Salt Lake help explain these diverse findings. I call attention to the weaknesses evi- City, UT 84112, U.S.A.; e-mail: dent in current research questions and methodologies and end with sug- david.hunsaker@eccles. gestions for future research in this important area. utah.edu. What role does anger play in the negotiation context? Can this emotion be harnessed and manipulated to increase negotiating power and improve negotiation outcomes, or does it have inevitable downsides? The purpose of this article is to review the work of scholars that have focused on the emotion of anger within the negotiation context. I begin by offering some background on the field of research to be reviewed. I then explain why Attri- bution Theory is particularly helpful in making sense of diverse findings in the field. -
How to Prepare for an Adjudication - Tactics, Strategies, Planning and Panic
HOW TO PREPARE FOR AN ADJUDICATION - TACTICS, STRATEGIES, PLANNING AND PANIC Karen Groulx, Partner Dentons Canada LLP 77 King Street West, Suite 400 Toronto-Dominion Centre Toronto, ON M5K 0A1 42165803_2|NATDOCS How to Prepare for an Adjudication – Tactics, Strategies, Planning and Panic Construction dispute interim adjudication has been introduced in the new Construction Act1 and will apply as of October 1, 2019 to all public and private sector construction contracts entered into on or after October 1, 2019, except with respect to those contracts or subcontracts that were the subject of a procurement process relating to the improvement at issue prior to October 1, 2019. (A procurement process is commenced at the earliest of the making of a request for qualifications, request for quotation, request for proposals, or a call for tenders.2 )The Act provides for adjudication as a cost effective, flexible, and swift means of enforcing the prompt payment regime set out in the Act, which will take effect as of the same date as interim adjudication. Parties to a construction contact or subcontract will not be able to contract out of the prompt payment or adjudication provisions set out in the Act. The UK Experience As noted in the report entitled Striking the Balance: An Expert Review of Ontario’s Construction Lien Act3 which led to the introduction of prompt payment and adjudication through amendments made to the Act, the phrase “pay now, argue later” has been used to describe adjudication under the Construction Act (UK).4 This description is equally applicable to adjudication under the new Act. -
Trust Affecting on Negotiation Styles
International Journal of Humanities and Social Science Vol. 4 No. 1; January 2014 Trust Affecting on Negotiation Styles Yu-Te, Tu Assistant professor, Department of Business Administration Chungyu Institute of Technology 40, Yi 7th Rd. Keelung Taiwan, 201 Abstract International buyers and sellers have to build a strong relationship based on numerous factors including trust and reliability. Many researchers had linked between negotiation strategy and trust. In general, trust varies by culture but it is not clear whether or not trust varies by culture in particular situations, such as negotiations. A quantitative, exploratory and explanatory study was conducted to assess the relationships between trust and negotiation styles. AMOS software was used to test both the measurement and the structural models that related to the research hypotheses. The result shown trust is a significant factor affecting negotiation styles, and the group of low trust prefers different negotiation styles from the group of high trust. Future study could use a different design to examine other factors posited by the theories, such as ethics, gender, work experience and education, to explore other antecedents on negotiation, and should be conducted in other participants or different regions. Key Words: Trust, Negotiation styles, SEM 1. Introduction International buyers and sellers have to build a strong relationship based on numerous factors including trust and reliability (Tu, 2007). As the number of face-to-face negotiations dramatically increases, business negotiation strategies, styles, and agreements are becoming more important (Kumar, Markeset, & Kumar, 2004). The negotiation process between the buyer and the seller is a very important matter (Neslin & Greenhalgh, 1983), and achieving success in negotiation is one of the most challenging communicative tasks in business (Gilsdorf, 1997). -
Salary Negotiation Notes
Salary Negotiation Notes By Holly A. Schroth Haas School of Business University of California, Berkeley Salary Negotiation Lecture Why don’t people negotiate salary? The three most common reasons that people don’t prior to negotiating, showing you what to expect in negotiate salary are the following: your negotiation and how to answer tough questions. Put too low of a price on skills How to prepare Many people do not negotiate because they don’t know how much they are worth or undervalue their Determine your BATNA skills. By doing some homework and preparing, you Your BATNA is your “best alternative to a will know your value so you will feel confident negotiated agreement”. This is what happens if you negotiating for what you are worth. don’t make a deal; your alternatives. The more alternatives you have, the more leverage you have in Afraid of appearing greedy your present negotiation and the more confident you Most companies expect you to negotiate so they are to push toward your aspiration point (goal) in the leave some room in the agreement to make the offer negotiation. This is your greatest source of power in more attractive. You will not appear greedy by a negotiation. asking for compensation equivalent to your skill set. By gathering information prior to negotiation, you Develop your BATNA will know how much you are worth and what the You should always try to build your BATNA prior to company typically can and will negotiate. negotiating. This may mean soliciting more than one job offer. Your BATNA increases your confidence Afraid of losing an offer in your negotiation and this will directly affect how It is extremely rare that a company will rescind an well you do. -
Court Annexed Mediation Rules for Civil Litigation
COURT ANNEXED MEDIATION RULES FOR CIVIL LITIGATION I. Policy. II. Cases Appropriate for Referral to Mediation. III. Referral of Civil Cases. IV. Authority to Settle. V. Mediation. VI. Sanctions. VII. Confidentiality of Communications in Mediation. VIII. Effect of Written Settlement Agreement. IX. Cost of Mediation. X. Administration Functions Concerning Mediation. XI. Effective Date of Plan. XII. Termination of Existing Pilot Mediation Program. XIII. Suspension and Termination of the Plan. XIV. Reporting Requirements. XV. Standards of Conduct for Mediators. COURT ANNEXED MEDIATION RULES FOR CIVIL LITIGATION These rules shall govern the referral of cases by the Circuit, Chancery and County courts of this state to mediation. I. POLICY It shall be the policy of the courts of the State of Mississippi (1) to encourage the peaceable resolution of disputes and early settlement of pending litigation by voluntary action of the parties, and (2) to identify cases appropriate for referral to mediation pursuant to the guidelines set out in these rules. II. CASES APPROPRIATE FOR REFERRAL TO MEDIATION All Civil cases shall be considered appropriate for referral to mediation in the discretion of the court, giving consideration to such facts as the subject matter of the case, the amount in controversy, the complexity of the case, the number of parties, the interest of the parties in pursuing mediation, the availability of mediation, and the likelihood of settlement by mediation. III. REFERRAL OF CIVIL CASES Civil Cases may be referred to mediation in the following manner: A. Any circuit, chancery and county court in this state may, either on its own motion or on the motion of any party, determine that a case is appropriate for mediation. -
Equity in the American Courts and in the World Court: Does the End Justify the Means?
EQUITY IN THE AMERICAN COURTS AND IN THE WORLD COURT: DOES THE END JUSTIFY THE MEANS? I. INTRODUCTION Equity, as a legal concept, has enjoyed sustained acceptance by lawyers throughout history. It has been present in the law of ancient civilizations' and continues to exist in modem legal systems.2 But equity is no longer a concept confined exclusively to local or national adjudication. Today, equity shows itself to be a vital part of international law.' The International Court of Justice--"the most visible, and perhaps hegemonic, tribunal in the sphere of public international law" 4-has made a significant contribution to the delimitation,5 development of equity. Particularly in cases involving maritime 6 equity has frequently been applied by the Court to adjudicate disputes. Equity is prominent in national legal systems and has become increas- ingly important in international law. It is useful, perhaps essential, for the international lawyer to have a proper understanding of it. Yet the meaning of equity remains elusive. "A lawyer asked to define 'equity' will not have an easy time of it; the defimition of equity, let alone the term's application in the field of international law, is notoriously uncertain, though its use is rife."7 Through a comparative analysis, this note seeks to provide a more precise understanding of the legal concept of equity as it relates to two distinct systems oflaw: the American and the international. To compare the equity administered by the American courts with that administered by the World Court, this note 1. See sources cited infra notes 10, 22. -
How to Prepare for an Adjudication Tactics, Strategies, Planning and Panic
How to prepare for an adjudication Tactics, strategies, planning and panic By: Karen Groulx, Partner Introduction On October 1, 2019, the construction dispute adjudication provisions of the new Construction Act1 took effect. Adjudication applies to all public and private sector construction contracts entered into on or after October 1, 2019.2 On the same date, the prompt payment regime come into force, with adjudication being used as a cost effective, flexible, and swift means of enforcing the prompt payment regime. (For more on the prompt payment regime, see my previous article on the amendments to the Construction Act.) These new regimes are mandatory, as parties may not contract out of either procedure. A predominant feature of the new adjudication Despite the challenges that will come with these new procedure is the pace at which both payment for practices, there are steps that parties may take to services and work and the settlement of certain prepare for adjudication, either as the party initiating disputes will happen. The phrase “pay now, argue later” the adjudication process (the “Requesting Party”) or will be applicable to adjudication under the new Act, as as the party responding to the dispute (the the emphasis shifts to ensuring parties are paid within “Responding Party”). strict deadlines. 1 RSO 1990, c C.30, PART II.1, ss 13.1-13.23 [Act]. See also Adjudications Under Part II.1 of the Act, O Reg 306/18, O Reg 109/19 [Adjudications Reg]. 2 This excludes contracts or subcontracts that result from procurement processes initiated before October 1, 2019. -
Mediation in Business-Related Human Rights Disputes: Objections, Opportunities and Challenges
Mediation in Business-Related Human Rights Disputes: Objections, Opportunities and Challenges Caroline Rees Harvard Kennedy School February 2010 ⎪ Working Paper No. 56 A Working Paper of the: Corporate Social Responsibility Initiative A Cooperative Project among: The Mossavar-Rahmani Center for Business and Government The Center for Public Leadership The Hauser Center for Nonprofit Organizations The Joan Shorenstein Center on the Press, Politics and Public Policy 1 Citation This paper may be cited as: Rees, Caroline. 2010. “Mediation in Business-Related Human Rights Disputes: Objections, Opportunities and Challenges” Corporate Social Responsibility Initiative Working Paper No. 56. Cambridge, MA: John F. Kennedy School of Government, Harvard University. Comments may be directed to the author, [email protected]. Corporate Social Responsibility Initiative The Corporate Social Responsibility Initiative at the Harvard Kennedy School of Government is a multi-disciplinary and multi-stakeholder program that seeks to study and enhance the public contributions of private enterprise. It explores the intersection of corporate responsibility, corporate governance and strategy, public policy, and the media. It bridges theory and practice, builds leadership skills, and supports constructive dialogue and collaboration among different sectors. It was founded in 2004 with the support of Walter H. Shorenstein, Chevron Corporation, The Coca-Cola Company, and General Motors. The views expressed in this paper are those of the author and do not imply endorsement by the Corporate Social Responsibility Initiative, the John F. Kennedy School of Government, or Harvard University. For Further Information Further information on the Corporate Social Responsibility Initiative can be obtained from the Program Coordinator, Corporate Social Responsibility Initiative, Harvard Kennedy School, 79 JFK Street, Mailbox 82, Cambridge, MA 02138, telephone (617) 495-1446, telefax (617) 496-5821, email [email protected]. -
Dispute System Design and Bias in Dispute Resolution Lisa Blomgren Amsler Indiana University School of Public and Environmental Affairs, [email protected]
CORE Metadata, citation and similar papers at core.ac.uk Provided by Southern Methodist University SMU Law Review Volume 70 Article 7 Issue 4 ADR Symposium Part 2 of 2 2017 Dispute System Design and Bias in Dispute Resolution Lisa Blomgren Amsler Indiana University School of Public and Environmental Affairs, [email protected] Alexander B. Avtgis [email protected] Michael Scott aJ ckman Indiana University, [email protected] Follow this and additional works at: https://scholar.smu.edu/smulr Part of the Dispute Resolution and Arbitration Commons Recommended Citation Lisa Blomgren Amsler, et al., Dispute System Design and Bias in Dispute Resolution, 70 SMU L. Rev. 913 (2017) https://scholar.smu.edu/smulr/vol70/iss4/7 This Article is brought to you for free and open access by the Law Journals at SMU Scholar. It has been accepted for inclusion in SMU Law Review by an authorized administrator of SMU Scholar. For more information, please visit http://digitalrepository.smu.edu. DISPUTE SYSTEM DESIGN AND BIAS IN DISPUTE RESOLUTION Lisa Blomgren Amsler, Alexander B. Avtgis, and M. Scott Jackman* ABSTRACT This article examines the role of mediator race and gender in perceptions of procedural justice as measure of accountability and representative bu- reaucracy in a national mediation program for complaints of employment discrimination at a large federal organization, the United States Postal Ser- vice. Mediation represents a forum of accountability in which employees may hold an employer accountable for violating federal law prohibiting forms of employment discrimination, in this case, race discrimination, sex discrimination, and sexual harassment. Representative bureaucracy theory suggests passive or symbolic representation when the demographics of public officials should mirror those of the public they serve. -
Common Law Rules and Constitutional Double Standards: Some Notes on Adjudication*
The Yale Law Journal Volume 83, Number 2, December 1973 Common Law Rules and Constitutional Double Standards: Some Notes on Adjudication* Harry H. Wellingtont TABLE OF CONTENTS I. Common Law Rules page A. An Introduction to Principles and Policies 222 B. Strong Duties, Weak Duties, and their Remedial Conseq uences 229 C. Policies and Principles as Sources of Law in a Democracy 235 D. The Retroactive and Prospective Application of Decisional Law 254 E. Principles and Policies in Statutory Interpretation 262 II. Constitutional Double Standards F, Common Law Perspectives on Judicial Review 265 G. Substantive Due Process: Background 272 H. Substantive Due Process: Economic Regulation 280 I. Substantive Due Process: Contraception 285 J. Substantive Due Process: Abortion 297 * These notes arc dedicated to the memory of Henry M. Hart, Jr. Readers who know his and Albert M. Sacks's unpublished coursebook, Tie LECAL PROCELs: BASIC PROBLEMS IN TlE MAKING AND APPLICATION OF LAW (tent. cd. 1958), will recognize that many of the cases I use as examples in Part I figure prominently in that work. And while my point of view is indeed different from what I take to be the perspectives presented in The Legal Process, it is a point of view that has evolved trom my having taught from their book. f Edward J. Phelps Professor of Law, Yale University. HeinOnline -- 83 Yale L.J. 221 1973-1974 The Yale Law Journal Vol. 83: 221, 1973 I. Common Law Rules A. An Introduction to Principles and Policies Lawyers are not especially concerned, in the arguments they make or the explanations they give, to distinguish principles from poli- cies.