A quasi judicial system to hear employee complaints concerning issues with employee discipline - EDR™ seeks to establish (a) a forum for employees to equitably challenge actions which are perceived as unfair or inappropriate; (b) a method of providing some consistency in the application of employee policies fairly across the organization.

How does EDR™ work? EDR™  is binding arbitration. If an employee receives some disciplinary action for violation of an employee policy he or she may request an EDR™  hearing. After the hearing a decision is rendered in writing. This decision is then published for future reliance as precedence on that particular issue, much like the American Jurisprudence system. Go here for a more detailed explanation.

The fee includes a written decision for publication. This fee is paid by the organization. EDR™ assures complete impartiality by (a) advising the employee up front that this fee is paid by the company, (b) by monitoring the decisions and advising both parties of the current statistics concerning decisions, (c) publishing all decisions so that the parties can view for themselves the results, logic, and methods of decision

Why use EDR™ ? Large organizations have a difficult time communicating vision from the top down because the various levels of management create various levels of interpretation. No matter how explicit your employee policy is, there are factual situations that the policy will not address. This requires a manager's interpretation of the policy. This interpretation may not be fairly applied across organizational divisions. EDR™ not only seeks to improve employee morale by providing a non-threatening, impartial forum to hear an employee complaint, it establishes case law for use by other managers in other divisions for dealing with similar situations, helping to alleviate uncertainty and ambiguity. See the literature on employee motivation.