Workplace & Employment Arbitration
Structured Resolution for Workplace Disputes
CORD delivers a confidential, enforceable arbitration workflowfor employers, employees, and HR teams—designed to resolve disputes quickly while preserving trust and compliance.
Workplace & Employment Arbitration FAQs
Common questions on confidentiality, timelines, fairness, and enforceable outcomes for workplace and employment disputes.
What types of workplace disputes can be arbitrated?+
Employment contract disputes, compensation and benefits issues, workplace policy breaches, and separation disagreements are commonly handled.
Is arbitration confidential?+
Yes. Proceedings are private, with secure document handling and controlled access for parties and representatives.
Do we need an arbitration clause in the employment agreement?+
Yes. A valid arbitration clause or agreement is required to refer disputes to arbitration.
How long does the process usually take?+
Timelines vary by complexity, but structured online procedures are designed to resolve disputes faster than litigation.
Who appoints the arbitrator?+
CORD appoints neutral arbitrators based on its rules, with conflict checks and relevant HR or legal experience.
Can parties participate remotely?+
Yes. Hearings, submissions, and communications can be handled online with secure access and audit trails.
Are arbitral awards enforceable?+
Yes. Awards are issued under applicable arbitration law and are enforceable in court if required.
What documents are typically needed?+
Employment agreements, policies, correspondence, pay records, and any relevant evidence.
What are the fees for workplace arbitration?+
Fees depend on claim size and the applicable rules; the schedule is shared transparently at filing.
How do we get started?+
Add a CORD arbitration clause to agreements and contact us for onboarding and case management setup.
Resolve Workplace Disputes with Confidence
Fair outcomes, faster timelines, and a compliant, confidential process.