Welcome to the Washington River Protection Solutions (WRPS) Alternate Dispute Resolution (ADR) Process managed by Longenecker & Associates. This ADR Process applies to issues raised by employees performing work for WRPS and is intended for application of an alternative mediation approach in accordance with U.S. Department of Energy policies and directives. ADR resolution represents a variety of approaches used to resolve disputes through a neutral third party as a final attempt to avoid litigation. Within the ADR Process scope are significant employee concerns that raise complex or controversial technical issues in areas that are alleged to have the potential to cause injury or illness to workers or to have onsite or offsite impact; or that are alleged to violate safety, health, or environmental requirements or practices at the site; or that allege inappropriate management response to such issues, such as harassment or retaliation; and that appear to be difficult to resolve through other avenues. The ADR Process recognizes that employee concerns should, whenever possible, be resolved in the workplace and, where appropriate, will provide the parties to any dispute the necessary assistance to return the issue to the workplace for continued resolution.
This ADR Process does not include concerns that:
- Involve personnel management issues such as compensation, job assignment, job grade, or appraisal ratings unless they arise from complex or controversial technical issues or from management reactions when such concerns are raised
- Require access to classified information
- Allege fraud, waste, or abuse and have been accepted for investigation
- Allege criminal misconduct
- Involve matters currently in litigation, unless with the concurrence of the parties
- Involve issues being worked under the Employee Concerns Program (ECP) process, as documented in DOE-0400
- Involve issues that relate to a potential safety hazard that is identified and is being worked under the stop work policy (see DOE-0343)
In addition, this process will not interfere with or intrude upon established collective bargaining rights and relationships and has no jurisdiction over matters involving the proper interpretation of collective bargaining agreements.