Trusted Labor Arbitrator & Employment Dispute Specialist serving Michigan, Georgia, Illinois and Nationwide
Email: efcornelius@comcast.net
Telephone: 478-731-7643
Employment Disputes
Employment Arbitration Services for Employers, Unions, Government Agencies, and Other Organizations and Their Employees
Experienced, neutral arbitration for workplace disputes involving discipline, suspension, termination, discrimination claims, labor-management collective bargaining agreements, executive agreements, employment contracts, and other job related disputes.
Employment arbitration provides a private, efficient alternative to courtroom litigation by allowing a neutral arbitrator to hear testimony, evaluate evidence, and render a binding decision.
Dr. E. Frank Cornelius delivers professional arbitration services for complex employment matters across corporate, public sector, and governmental environments, accepting appointments nationwide.
What Is Employment Arbitration?
Employment arbitration is an out-of-court dispute resolution process used to resolve workplace conflicts between employers and employees through a neutral decision-maker.
Many organizations incorporate arbitration clauses into employee handbooks or employment agreements to manage risk, reduce litigation exposure, and resolve disputes efficiently.
When internal complaint procedures do not fully resolve a matter, arbitration provides a structured and enforceable path forward.
Why organizations choose arbitration:
-
Faster and more cost-effective than litigation
-
Conducted in a confidential, private setting
-
Allows selection of an experienced subject-matter neutral
-
Produces enforceable outcomes
As workplace regulations expand, arbitration has become a preferred strategy for resolving routine and even high-stakes employment disputes while limiting operational disruption.
Types of Employment Arbitration
Understanding the categories of employment arbitration helps parties determine the most effective resolution strategy.
Contract Arbitration
Addresses disputes involving employee handbooks, employment agreements, collective bargaining agreements, executive contracts, compensation structures, restrictive covenants, and severance provisions.
Statutory Claims Arbitration
Involves allegations arising under employment laws such as civil rights, discrimination, harassment, retaliation, and wage disputes, whenever parties agree to arbitrate.
Common Employment Disputes
Heard in Arbitration
Employment conflicts often emerge when expectations, contractual obligations, or workplace policies are challenged.
Typical matters include:
-
Wrongful termination
-
Discrimination and harassment claims
-
Executive compensation disputes
-
Employment contract interpretation
-
Non-compete and restrictive covenant issues
-
Retaliation allegations
-
Wage and hour conflicts
These disputes frequently proceed to arbitration
when negotiation or internal review does not produce resolution.
Employment Arbitration
with Dr. E. Frank Cornelius
Dr. Cornelius arbitrates labor and employment disputes and has authored arbitration opinions cited by federal courts, other arbitrators, legal treatises, law reviews, and American Bar Association publications.
He holds a PhD in mathematics from the University of Washington and a Juris Doctor from the University of Michigan after earning a mathematics degree from MIT.
His specialties include:
-
Labor and employment disputes
-
Employee benefits cases, including withdrawal liability
-
Technical and scientific arbitrations
When parties consent, arbitration opinions are published in leading legal reporters and research platforms including Bloomberg BNA and Westlaw. All of Dr. Cornelius’ published opinions are listed on, and can easily be accessed HERE.
Representative Employment Arbitration Matters
Published and unpublished matters have involved disputes concerning:
-
Executive employment agreements
-
Workplace policy enforcement
-
Disciplinary actions
-
Multi-party employment conflicts
Parties benefit from selecting an arbitrator whose written decisions demonstrate analytical depth and legal clarity.
Why Experience Matters
in Employment Arbitration
Because employment disputes often involve significant financial exposure and reputational risk, selecting a neutral with proven decision-writing ability is critical.
Dr. Cornelius’ academic training and scholarly work support a disciplined, evidence-driven approach to complex workplace matters.
Differentiators:
-
Neutral, independent decision-maker
-
Trusted across corporate and public sectors
-
Experienced in complex disputes
-
Nationwide availability
Who Retains an
Employment Arbitrator?
Employment arbitration may be initiated by either party when required under an employment agreement or whenever parties mutually agree to avoid litigation.
Clients commonly include:
-
Private employers
-
Corporate leadership teams
-
Executives and professionals
-
Public agencies
-
Federal entities
Frequently Asked Questions
What is employment arbitration?
Employment arbitration is a private dispute resolution process in which a neutral arbitrator hears evidence and issues a decision instead of the case proceeding to court. It is commonly used to resolve workplace conflicts efficiently and confidentially.
Is employment arbitration legally binding?
Employment arbitration decisions are binding and enforceable under federal or state law, particularly when the parties have agreed to arbitration within an employment contract. Some federal and state laws expressly cover arbitration, such as the Federal Arbitration Act and the Uniform Arbitration Act.
What types of disputes go to employment arbitration?
Common disputes include wrongful termination, discrimination, harassment, executive compensation, employment contracts, retaliation claims, and wage disagreements.
Why do employers prefer arbitration over litigation?
Employers often choose arbitration because it is typically faster, more private, and less costly than courtroom litigation while still producing a definitive outcome.
Can executives use arbitration for contract disputes?
Yes. Arbitration is frequently used to resolve executive employment agreements, severance packages, bonus structures, and restrictive covenant issues.
How long does employment arbitration take?
While timelines vary based on complexity, arbitration generally resolves disputes more quickly than traditional litigation because procedures are streamlined. When the parties agree, arbitration can be concluded in weeks or months instead of years as happens in overworked courts.
Who selects the employment arbitrator?
The arbitrator is typically selected jointly by the parties, appointed through an arbitration organization, or designated within an employment agreement.
Is arbitration confidential?
Yes. Unlike court proceedings, arbitration hearings are private, helping protect sensitive business information and professional reputations. Of course, the parties can agree to publication, as often happens in collective bargaining situations, because published opinions can provide guidance in other disputes.
When should a workplace dispute move to arbitration?
Arbitration is appropriate when internal resolution efforts fail or when an employment agreement requires disputes to be resolved outside of court.