Indeed, litigation is by far the slowest, most expensive, and most inefficient way to resolve disputes, short of war. When the case involves an employer against an employee, the drawbacks of litigation are more pronounced because the acrimony and demands of a lawsuit can polarize the working environment. Managers may have to testify against subordinates or superiors, and employees are deposed about each other. This undermines the unified effort that any company competing in today's economic environment must have. Looking at this problem from the outside, almost all observers have agreed that employment disputes are better handled through a voluntary method of dispute resolution.
Scheduling is just one example of the benefits to the parties controlling the process.
The parties can do little to control that schedule. The process controls them. However, once the employer and employee take control over the process by agreeing on ADR, they can set hours that are convenient for them. More important concerns such as confidentiality can also be agreed to. For the employee, confidentiality may be necessary because the case requires dealing with personal matters, while for the employer, the dispute may involve trade secret issues and personnel decisions.