Global Resolutions LLC develops dispute and complain resolution systems for businesses and government.  We have experience developing such dispute resolution methods for governmental programs involving Medicare beneficiary complaints, vocational rehabilitation services qualification disputes as well as developing employment dispute resolution methods to manage employee disputes.

What is a Dispute/Complaint Resolution System?

As a means to collaboratively resolve disputes with patients, clients, employees, etc., businesses and governmental programs have developed private methods to receive disputes and complaints and promote voluntary resolution of the issues involved.  Typically such a system will have a dispute or complaint resolution coordinator who manages the program and provides feedback to the organization to keep track of such disputes and offer ways through training or changes in policies to reduce the number of complaints that arise.

What are some of the specific dispute/complaint methods used?

While each program established may vary according to the needs of the programs, dispute resolution methods may include the following:

  • Arbitration:  Arbitration is an informal process where each side presents their case to the arbitrator and the arbitrator makes a decision for them.  Such decisions may be binding or non-binding.  We recommend non-binding decisions unless each side agrees in advance to binding arbitration.
  • Facilitation:  Facilitation is an informal process where someone who works for the company or governmental program works to help both sides reach a voluntary agreement.  In some settings, the Faciliator may be called an Ombudsperson.
  • Mediation:  Mediation is an informal process where a neutral and impartial mediator helps the parties to talk and negotiate with one another in the hopes of reaching a voluntary agreement.
  • Open Door Policy: An Open Door Policy allows someone with a complaint or dispute access to higher levels of authority if they are unable to achieve resolution.   This is common utilized in employment settings where an employee can raise their concerns with to a higher level of authority if they are unable to resolve their problem with their supervisor.