Practical paths through workplace and business conflict.
Whether a working relationship can be repaired, a dispute needs to be resolved or decided, or the facts of a complaint need to be found, there is a neutral, professional way forward for employers, employees, attorneys, and carriers across Washington and Oregon.
Settle it, decide it, or find the facts.
Facilitated · non-binding
Mediation
Confidential, facilitated resolution for workplace conflict and for litigated disputes. The mediator guides the conversation and tests positions; the parties decide the outcome, and nothing binds anyone until they sign.
For employees, employers, attorneys, parties, and carriers.
Explore mediation →Binding · adjudicative
Arbitration
Binding resolution from a member of the AAA employment and commercial panels. Disciplined case management, firm hearing dates, and prompt, reasoned awards that end the matter.
For counsel ranking arbitrators, and parties considering a direct appointment.
Explore arbitration →Independent · defensible
Workplace investigations
Independent, attorney-led fact-finding for harassment, discrimination, retaliation, and misconduct complaints. Neutral and documented, for when internal handling will not do.
For employers, counsel, and boards that need a truly independent investigator.
Explore investigations →Not sure which fits your situation? Tell me what is going on and I will point you to the right one, or to someone who can help if it is not me. Get in touch.
Deciding between mediation and arbitration?
Both resolve a dispute without a trial, but they are different processes. The choice usually comes down to one question: do the parties want to keep control of the outcome, or do they need someone to decide it?
| Consideration | Mediation | Arbitration |
|---|---|---|
| Outcome | A settlement the parties negotiate and agree to. | A reasoned award decided by the arbitrator. |
| Who decides | The parties. The mediator facilitates and does not rule. | The arbitrator, after hearing the evidence. |
| Binding? | Only if and when everyone signs. | Yes. Final and enforceable, subject to limited review. |
| Best when | The parties want to control the outcome, or the working relationship matters. | The parties need a decision and a definite end to the matter. |
| Confidentiality | Privileged under Washington’s Uniform Mediation Act, RCW 7.07, and the parties’ agreement. | Private, subject to the applicable rules and any award enforcement proceedings. |
| Typical timeline | Often a single day, with the date usually confirmed within one business day. | Set at the preliminary hearing, on firm hearing dates held on the calendar. |
Swipe to compare both processes.
Member, AAA Employment & Commercial arbitration panels.
Rob Gillette serves on the American Arbitration Association’s National Roster of Arbitrators for both employment and commercial disputes, accepting AAA-administered appointments and direct appointments by agreement of the parties. His standing procedures, fee schedule, and standard disclosures are available to counsel on request, so they can be evaluated before ranking and relied on after appointment.
Where Gillette works.
Employment
Wrongful termination, discrimination, retaliation, harassment, wage and hour, and restrictive covenants.
Commercial litigation
Business-to-business contract disputes and the commercial matters that follow them.
Business ownership
Partnership, shareholder, and closely held company disputes.
Trade secret litigation
Misappropriation claims and the restrictive covenant disputes that accompany them.
Real estate
Commercial real estate and property disputes between businesses and owners.
Secured transactions
Lending, collateral, and secured party disputes.
Retain a neutral.
If you already know which one fits, go straight there. If you are not sure, call and we will point you to the right one.