This article examines the Equal Employment Opportunity Commission's Management Directive 110, which requires all federal agencies to offer alternative dispute resolution (ADR) to employees with equal employment opportunity (EEO) complaints. Specifically, the article examines federal sector EEO complaint processing before and after the passage of Management Directive 110 and compares the traditional EEO procedure with the use of ADR on several indicators of case processing and case outcomes. Findings are reported in three sections: an overall analysis, an analysis of the informal stage of the process, and an analysis of the formal stage of the process. The article concludes with a discussion and directions for future research.
ASJC Scopus subject areas
- Sociology and Political Science
- Public Administration