When a workplace dispute requires a decision.

Employment Arbitration

A formal, structured process designed for workplace disputes that require a neutral decision-maker.

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01 / THE MATTERS

Workplace issues.
Considered individually.

Moxie provides employment arbitration services for disputes that require a formal, neutral decision-making process. Each matter is approached with structure, preparation, and careful attention to the issues in dispute.

  • Claims involving alleged discriminatory treatment, workplace harassment, or retaliation connected to protected activity.

  • Disputes concerning compensation, overtime, working time, and related employment obligations.

  • Matters involving the end of an employment relationship or alleged adverse action following a protected report.

  • Disputes about contractual obligations, compensation terms, and post-employment restrictions.

  • Other workplace claims may be considered based on the arbitration agreement, applicable rules, and the circumstances of the matter.

02 / FROM AGREEMENT TO AWARD

A defined process.
Room for the details.

Parties present their positions, evidence, and arguments to a neutral arbitrator. Explore the stages of a typical matter below.

Explore the four stages of arbitration

Agreement & scheduling

The scope, applicable rules, deadlines, and hearing format are addressed at the outset, giving the parties a shared framework for the proceeding.

The starting point

The governing agreement and applicable rules guide how the matter proceeds. The process can accommodate the needs of the dispute within that framework.

Pre-hearing exchange

Submissions, exhibits, witness information, and procedural matters are addressed before the hearing, as appropriate under the governing rules.

Preparation with purpose

This stage organizes the material the parties will rely on and addresses procedural questions before evidence is presented.

The hearing

The parties present evidence and arguments in a structured setting, whether in person or virtually, as appropriate for the matter.

An opportunity to be heard

Each party has an opportunity to present its position. The arbitrator considers the testimony, documents, and arguments in the record.

The award

The arbitrator evaluates the record and issues an award consistent with the governing agreement and applicable rules or law.

A determination of the dispute

The form and timing of the award are governed by the applicable framework. The award addresses the issues submitted for decision.

03 / CHOOSING THE PROCESS

A conversation.
Or a determination.

Mediation and arbitration serve different purposes. The central distinction is who determines the outcome.

Mediation

The parties decide.

A facilitated negotiation that helps parties work toward a mutually acceptable agreement.

The neutral’s role
Supports discussion and explores possible resolutions.
The outcome
A settlement only if the parties agree.
The focus
Finding a negotiated resolution.
Explore Moxie’s mediation services
Arbitration

The arbitrator decides.

An adjudicative proceeding in which a neutral evaluates the record and issues an award.

The neutral’s role
Considers the parties’ evidence and arguments.
The outcome
An award under the governing agreement and applicable rules.
The focus
Reaching a determination on the issues in dispute.
Revisit the arbitration process

04 / THE PERSPECTIVE

Experience relevant
to arbitration.

With more than 17 years of employment law experience, Lindsey brings a deep understanding of workplace disputes and a litigation-informed perspective to arbitration.

Her background informs a careful approach to the record, the issues presented, and the practical demands of an employment dispute.

More About Lindsey’s Background →

05 / FEES & AVAILABILITY

Fees depend on the scope and complexity of the matter, applicable rules, preparation, and hearing requirements. Contact Moxie for current arbitration rates and availability.

Plan the next step.

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BEFORE YOU BEGIN

A few practical questions.

  • In mediation, the parties retain control over whether to settle. In arbitration, the neutral considers the evidence and arguments and issues an award under the governing agreement and applicable rules.

  • In-person and virtual formats can be discussed when scheduling the matter, subject to the applicable rules, agreement, and needs of the proceeding.

  • Start with the parties’ names for a conflicts check, a general description of the dispute, anticipated timing, and any governing arbitration agreement or rules. Avoid sending sensitive case materials until requested.

  • No. Scheduling depends on the issues, the scope of any permitted exchange of information, the hearing requirements, and the applicable agreement and rules.

LET’S START WITH THE MATTER

Considering arbitration?

Discuss availability, conflicts, and the next steps for your dispute.

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