Alternative dispute resolution (ADR) consists of a variety of approaches to early intervention and dispute resolution. Many of these approaches include the use of a neutral individual. ADR increases the parties' opportunities to resolve disputes prior to or during the use of formal administrative procedures and litigation. Three forms of ADR most often used are mediation, facilitation and early neutral evaluation.

It is inevitable that some workplace disputes cannot resolve themselves. Sometimes we need to work through official channels. As an employee, supervisor, manager or union official, you may have participated in workplace dispute resolution processes at some time during your federal career. Many have concluded that traditional Equal Employment Opportunity grievance and litigation procedures to resolve workplace disputes are:
 

-Long and drawn out, sometimes lasting for years
-Costly in terms of time spent and money required
-Too formal
-Obstacles to good working relationships
-Decided by "outsiders" who do not fully understand the situation
-Impedes mission accomplishment

Many years of experience with the traditional methods of dispute resolution have led several federal agencies and private industry to design alternative, new and creative means for handling workplace disputes. The Air Force has developed its own Alternative Dispute Resolution program to resolve workplace problems. The program encourages open communication and discussion between the parties, who use their own creative ideas to resolve disputes.
 

The benefits of resolving issues under the ADR program:

- Promoting a healthy employment relationship by including the parties directly in designing a resolution to their workplace problems
- Reaching a solution quickly, before the situation worsens
- Reducing costs in terms of money and time spent reaching resolution
- Focusing on the interests of the parties and their long term relationship, rather than their legal position
- Improving future work relationships
- Encouraging the parties to speak directly to each other rather than to a judge
- Creating a win-win situation

- The employee or management official identifies a workplace problem.
- The employee is encouraged to raise the problem through the chain of command/supervision.
- The employee/management official may contact his/her supervisor, the EO Office, Civilian Personnel (CPO), Inspector General, Union, Chaplain, Employee Assistance Program Office or the Alternative Dispute Program Office.
- The official contacted refers the issue either to the appropriate office or the ADR office.
- The ADR office may discuss the matter with the employee/management official to determine the feasibility of using ADR to resolve the matter.
- The ADR office determines whether to offer one of the methods of ADR for dispute resolution (mediation, facilitation or early neutral evaluation). 
- The parties agree to use the method offered or to use traditional dispute resolution procedures.
- If the parties choose ADR, they attempt to resolve the disputed issue(s) in good faith and by full and open communication, respecting the rights of each party to present his/her perspective.