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Issues Arbitrated

About

Workplace Issues Resolved Through Arbitration

Experienced, impartial arbitration for disputes involving discipline, contract interpretation, compensation, workplace policies, discrimination claims, and management rights.

Workplace disputes can arise from contractual interpretation, employment policies, regulatory obligations, or operational decisions. Arbitration provides a structured, legally recognized process for resolving these conflicts efficiently and fairly.


Dr. E. Frank Cornelius arbitrates a wide range of labor and employment matters, applying analytical rigor and procedural neutrality while accepting appointments nationwide.

Why Clearly Defining
the Issue Matters

Identifying the core dispute is one of the most important steps in arbitration. Whether the conflict involves discipline, compensation, benefits, or management rights, a well-defined issue supports focused proceedings and defensible outcomes.

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Organizations benefit from selecting an arbitrator capable of evaluating both contractual language and real-world workplace context.

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Why parties rely on arbitration for workplace issues:

  • Provides a neutral forum for dispute resolution

  • Supports consistent interpretation of agreements

  • Often resolves matters faster and less expensively than litigation

  • Produces decisions enforceable under applicable law
     

Employers and unions frequently seek experienced arbitrators to resolve complex workplace issues before they escalate into costly legal disputes.

Discipline and Employee Conduct

Disciplinary matters are among the most common issues presented in arbitration and often require careful review of facts, policies, contractual standards, and applicable laws.

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Typical matters include:

  • Discharge and termination

  • Non-discharge discipline

  • Workplace misconduct

  • Off-duty conduct

  • Violence or threats

  • Drug and alcohol offenses

  • Job performance concerns

  • Attendance and absenteeism

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Neutral evaluation helps ensure disciplinary decisions are assessed against established contractual and procedural standards.

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Compensation, Benefits,
and Financial Matters

Many grievances arise when parties disagree on the meaning, scope, or application of collective bargaining provisions.

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Typical matters include:

  • Management rights

  • Union security

  • Past practices

  • Arbitrability

  • Bargaining unit work

  • Jurisdictional disputes

  • Subcontracting or contracting out

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Careful contract interpretation supports consistent labor-management relationships and long-term organizational stability.

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Workplace Rights and
Employment Protections

Modern workplaces operate within evolving legal and regulatory frameworks that frequently intersect with negotiated agreements.

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Typical matters include:

  • Discrimination

  • Sexual harassment

  • Affirmative action

  • Disability accommodations

  • Age and national origin claims

  • Hiring practices

  • Promotion decisions

  • Tenure and reappointment

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Scheduling, Assignments,
and Working Conditions

Operational disputes often center on how work is assigned and performed within the organization.

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Typical matters include:

  • Overtime pay

  • Work hours and scheduling

  • Job classifications and rates

  • Job postings and bidding

  • Seniority

  • Layoffs, bumping, and recall

  • Leave policies

  • Safety and health conditions

  • Working conditions and work orders


Structured arbitration promotes clarity when operational decisions intersect with contractual obligations.

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Issue-Focused 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.

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This academic foundation supports disciplined evaluation across a broad spectrum of workplace conflicts.

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His specialties include:

  • Labor disputes

  • Employee benefits cases, including withdrawal liability

  • Technical and scientific arbitrations
     

Why Experience Matters
Across Workplace Issues

Arbitration outcomes can influence organizational policy, financial exposure, and labor-management relationships. Selecting a neutral with broad issue experience supports balanced and well-reasoned determinations.

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Differentiators:

  • Neutral, independent decision-maker

  • Experienced across public and private sectors

  • Skilled in complex and technical matters

  • Analytical, evidence-driven approach

  • Nationwide availability
     

Who Uses Arbitration to
Resolve Workplace Issues?

When internal procedures cannot resolve a dispute, parties often turn to arbitration for a definitive outcome.

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Clients commonly include:

  • Labor unions

  • Private employers

  • Public agencies

  • Federal entities

  • Benefit funds
     

Frequently Asked Questions

What types of workplace issues are resolved through arbitration?
Arbitration commonly resolves disputes involving discipline, termination, wages, benefits, discrimination claims, contract interpretation, seniority, and working conditions.

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When should a workplace dispute go to arbitration?
A dispute typically proceeds to arbitration after internal grievance procedures fail to produce a resolution acceptable to both parties.

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Is arbitration binding in workplace disputes?
Once parties have agreed to arbitrate, workplace arbitration decisions are binding and enforceable, providing a final resolution without extended court proceedings.

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Why do employers and unions choose arbitration?
Arbitration offers a neutral forum, streamlined procedures, and enforceable outcomes while often reducing the time and expense associated with litigation.

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Can discrimination claims be handled in arbitration?
Yes. Many discrimination and employment rights disputes are resolved through arbitration when permitted by contract or applicable law.

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Are disciplinary actions frequently arbitrated?
Yes. Termination, suspension, and other disciplinary measures are among the most common matters reviewed in arbitration.

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Who decides the outcome in arbitration?
A neutral arbitrator evaluates evidence, interprets applicable agreements, and issues a decision based on the merits of the case.

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Is arbitration confidential?
Arbitration is generally conducted in private, helping protect sensitive workplace information.

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Do wage and compensation disputes go to arbitration?
Yes. Conflicts involving pay structures, bonuses, benefits, and financial obligations are frequently resolved through arbitration.

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