Comments on: There may be trouble ahead … http://michaelscutt.co.uk/2009/02/26/there-may-be-trouble-ahead/ Employment Law Explained Fri, 04 May 2012 12:41:19 +0000 hourly 1 http://wordpress.org/?v=3.3.2 By: michaelscutt http://michaelscutt.co.uk/2009/02/26/there-may-be-trouble-ahead/comment-page-1/#comment-25 michaelscutt Fri, 27 Feb 2009 18:00:35 +0000 http://michaelscutt.co.uk/?p=232#comment-25 Peter, I absolutely agree with you. ADR, or Mediation in particular, is seen as the way forward, both in employment law and in civil litigation (or dispute resolution as it is now rather trendily called). You've just given me an idea for another post! Many thanks. Jobsworth Peter, I absolutely agree with you. ADR, or Mediation in particular, is seen as the way forward, both in employment law and in civil litigation (or dispute resolution as it is now rather trendily called). You’ve just given me an idea for another post! Many thanks.

Jobsworth

]]> By: Peter Lawton http://michaelscutt.co.uk/2009/02/26/there-may-be-trouble-ahead/comment-page-1/#comment-24 Peter Lawton Fri, 27 Feb 2009 16:11:26 +0000 http://michaelscutt.co.uk/?p=232#comment-24 Thank you for unveiling the forthcoming changes. I have heard that the proposed ACAS orientated process will fall under the banner of ADR? So am I right in thinking that employee and employer will apply their respective resources and minds to settling their differences by following a non-legal procedure that obviates the need for a pesky judgment? Surely there is a risk that one party will always stand to lose more than the other if fairness cannot be absolutely guaranteed? Remind me, exactly how is ACAS funded? Should we worry that the perceived solution to a capacity planning issue is being foist on a quango in order to give the judicial process a bit of a breather? I wonder if there may be a 'blip' in your next set of statistics as we look back on the lead-up to the 6th of April?? P¬) Thank you for unveiling the forthcoming changes.

I have heard that the proposed ACAS orientated process will fall under the banner of ADR? So am I right in thinking that employee and employer will apply their respective resources and minds to settling their differences by following a non-legal procedure that obviates the need for a pesky judgment? Surely there is a risk that one party will always stand to lose more than the other if fairness cannot be absolutely guaranteed? Remind me, exactly how is ACAS funded?

Should we worry that the perceived solution to a capacity planning issue is being foist on a quango in order to give the judicial process a bit of a breather?

I wonder if there may be a ‘blip’ in your next set of statistics as we look back on the lead-up to the 6th of April??

P¬)

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