Dispute Resolution Services
With decades of experience as an employment lawyer and litigator, I strive to provide arbitration and mediation services designed to resolve disputes efficiently, fairly, and with integrity. My practice is grounded in a deep understanding of the law, litigation risk, and the practical realities faced by organizations and individuals alike.
My background as a seasoned employment lawyer allows me to quickly grasp complex legal and factual issues, assess strengths and weaknesses, and adapt my approach to the particulars of each case. I am committed to professionalism, preparation, and neutrality, and I tailor each arbitration or mediation to the nature of the dispute and the goals of the parties.
Arbitration
Arbitration offers a faster, more private, more cost-effective, and more informed way to resolve most disputes when compared to court litigation. It strips away much of the delay, expense, and spectacle of court litigation and replaces it with a focused process designed to reach a fair and timely resolution.
Most of my arbitration work has focuses on employment-related disputes. In my over 30 years serving as an arbitrator, I have arbitrated a wide range of employment disputes, including cases involving:
Claims arising under executive employment agreements
Claims arising under change in control agreements
Claims of wrongful termination
Claims of employment discrimination
Claims of harassment
Claims of unlawful retaliation
Claims of wage and hour violations
Claims of independent contractor misclassification
In addition to my employment arbitration work, I also have arbitrated a variety of commercial and consumer disputes.
My approach to arbitration is to be thorough, even-handed, and legally rigorous. Parties can expect a process that is well-managed, fair, respectful, and focused on reaching a well-reasoned decision based on the evidence and applicable law. Having spent over 40 years as an advocate representing employers and employees in employment disputes, I understand the expectations of parties and counsel and the importance of clear rulings, efficient hearings, and careful attention to the record.
Mediation
Early in my legal career, it became clear to me that court litigation is neither an efficient nor a cost-effective method to resolve disputes, particularly employment disputes. Mediation often offers a better alternative. Whereas court litigation is designed to decide who wins and who loses, mediation is designed to help parties reach a mutually agreeable resolution. For individuals and organizations facing conflict, that difference matters.
Litigation is typically slow, expensive, public, and unpredictable. It hardens positions, escalates emotion, and often leaves both sides dissatisfied—even when one eventually “wins.” Mediation often offers a smarter alternative: a confidential, structured process focused on resolution rather than punishment.
Whereas litigation thrives on conflict, mediation is focused on reducing it. By encouraging realistic assessment of risk and focusing on forward-looking solutions, mediation lowers the emotional and financial toll of prolonged disputes. It replaces escalation with clarity and momentum toward closure.
Whereas court proceedings are public, mediation is private. Mediation provides a confidential forum where parties can speak candidly, explore options honestly, and resolve disputes without public filings, reputational damage, or unnecessary exposure. The process emphasizes professionalism, respect, and dignity—especially critical in sensitive disputes involving careers, businesses, or long-standing relationships.
Whereas court litigation often takes years and consumes enormous resources, with no guarantee of success, mediation typically resolves disputes in a fraction of the time and at a fraction of the cost. Just as important, mediation replaces uncertainty with predictability—the parties know the outcome because they create it.
As a mediator, I work to help parties resolve disputes through a structured yet flexible process that encourages candid dialogue and practical problem-solving. I bring a pragmatic, informed perspective to mediation based upon decades of experience evaluating claims, defenses, and litigation risk.
In every mediation I work to create an environment in which all parties feel heard and respected, while also providing reality-testing and strategic insight when helpful. Whether a matter resolves quickly or requires sustained negotiation, my focus is on helping parties reach durable, voluntary resolutions that allow them to move forward.
Workplace Mediation
Workplace mediation is a confidential, structured process designed to resolve conflict efficiently while preserving professional relationships and organizational stability. Guided by an experienced neutral, mediation provides a disciplined forum for addressing difficult issues before they escalate into formal complaints, investigations, or litigation.
Mediation allows participants to speak candidly, clarify misunderstandings, and identify practical solutions that align with both organizational objectives and individual concerns. A mediator does not impose decisions or determine fault. Instead, the process is designed to help the parties themselves reach durable agreements grounded in fairness, clarity, and accountability.
Workplace mediation is particularly effective for:
Manager–employee disputes
Coworker or team conflicts
Allegations of unfair treatment or breakdowns in trust
Leadership or partnership disagreements
Workplace disputes at risk of escalation
Handled early, mediation often resolves issues that would otherwise lead to prolonged disruption, reputational harm, and/or costly legal exposure. The goal is to resolve disputes efficiently, preserve dignity, and reduce the risk and cost of escalation—for individuals and organizations alike.
My decades of experience representing both employers and employees in workplace disputes informs the mediation process with a deep understanding of how conflicts arise, how they harden, how they can escalate and lead to legal exposure, and how they can realistically be resolved. The focus is not on theory, blame, or posturing—but on outcomes that work in the real world. Agreements reached through mediation are more likely to be honored because they are the product of informed consent—not coercion or legal pressure.