Thank you.
In the ADR process, as we mentioned before, it's always the intent to try to resolve at the lowest level. When a member comes in to a dispute resolution centre and seeks these services, one of the first things that will be asked is whether the member has approached the chain of command with the issue. If the answer is no, they'll discuss why not and perhaps steer the member back to the supervisor. If there is an issue with the supervisor, then that supervisor has a boss and it should be routed that way.
The ADR practitioners have a few different methods at their disposal. They will act as a neutral third party and get both sides of the issue together. If there's more than one person on each side, they'll try to get them all together to discuss it and try to resolve the issue before it becomes formal, before it becomes a grievance or a human rights complaint, so that, as Mr. Wenek said, we can try to keep the workplace social fabric from being torn apart by the issue.