Judicial Temperament – Unbiased and Fair
Alternative methods of dispute resolution can be faster, cheaper and less stressful than litigation - ultimately providing greater satisfaction with the way disputes are resolved.
Arbitration is another form of conflict resolution, where the parties and their attorneys present their positions before an impartial third party or panel that renders a decision based upon the facts and evidence presented. If agreed in advance by both parties, the decision is binding and enforceable just as any contract obligation would be.
Representative Cases Include:
- Probate Matters
- Insurance Claims
- Construction Law
- Fiduciary Litigation
- Family Law Matters* (limited)
- Small and Complex Commercial Disputes
- Consumer Law Claims
- Personal Injury Claims
- Labor and Employment Law Claims
- Health Care Liability Claims
- Real Property & Tax Disputes
- Governmental Entity Liability
In her arbitration practice, Danielle L. Hargrove strives to allow the parties to put on their best case and she, in turn, manages the arbitration process in a manner designed for efficiency and the issuance of timely, well-reasoned decisions. She arbitrates a broad variety of civil matters.
Labor arbitration is markedly different than employment arbitration using different standards of review and processes. Danielle understands that.
Corporations that employ unionized workers and the unions themselves have an interest in maintaining effective communications and processes. The processes generally include a grievance procedure with arbitration as the terminal step for resolving disputes arising under negotiated collective bargaining agreements.
Danielle L. Hargrove has been helping unions and employers to settle contractual differences for more than a decade. Her ability to learn quickly about the relevant industry and/or the knowledge of the law of the respective shop make her effective in competently and efficiently reaching her decisions.
Past & Present Permanent Panels:
- IRS and National Treasury Employee’s Union
- IRS and US Custom and Border Protection
In today’s workplace, it has become common for employers to have promulgated ADR programs, requiring employees to resolve workplace disputes by mediation and/or arbitration, in lieu of litigation, as a condition of employment.
Such requirements are often found in arbitration clauses in individual employee contracts, company policy manuals, employee handbooks, and employment application forms. The benefits to employers can be substantial in terms of reducing costs, increasing efficient settlement of workplace disputes, and avoiding publicity.
Such programs must afford employees substantive and procedural protections if the process if going to be mandated as a condition of employment for the vindication of statutory rights.
An arbitrator has wide discretion and power to resolve the issues, determine liability and damages, and influence the ultimate costs of the process, in the same manner providing the same remedies afforded by a court. Hence, the choice of arbitrator is a major aspect of any employment arbitration.