WHY IT IS BETTER TO SETTLE MATTERS RELATED TO WORK
The subject of work deserves mention of its own in the context of dispute resolution. Our lives are largely defined by our participation in our business management and/or labour, ie., our work. Irrespective of technological advances, human participation is the underpinning of work in business. And, in order for work to be effective and ultimately economically viable and contributing to an individual’s self realization, and society’s needs, our work must be necessarily governed by policies and laws. It is natural therefore to expect differences amongst us of our personal and business work expectations.
Work disputes can arise in an array of work aspects, including issues around hiring practices, work accommodation, workplace standards, wages and salaries, and terminations. In all of these respects, there is not just potential for costly differences in work expectations and interpretations. So too is there potential to create hard feelings; especially if they are related to differences in work capabilities, or personalities. These sorts of matters are virtually always much more suitable for reference to a dispute resolution process rather than litigation. This is particularly so if they involve long term employment or work relationships that would be best preserved and sustained through the resolution of a work dispute.