1. What is REDRESS? REDRESS® mediation is a transformative mediation program for Equal Employment Opportunity (EEO) disputes at the informal stage of the complaint process.

2. How does it begin? When a postal employee contacts the EEO office and chooses the REDRESS option, a mediation session is generally scheduled within two to three weeks of the request.

3. Does it cost anything? There is no cost to the employee to attend mediation. Mediations are scheduled on the clock at the employee’s work site or at a site nearby.

4. A joint session. The mediation process starts in a joint session attended by the mediator, employee, supervisor, and any representatives. The employee and supervisor each have the opportunity to bring a representative to mediation.

5. Who conducts the mediation? External mediators conduct the mediation using the transformative model. As in REDRESS mediation, the parties can bring a representative to assist them and offer advice during the mediation. If a settlement is reached, it reflects the parties’ own decisions.

6. What happens in the mediation. The parties sign an Agreement to Mediate outlining the terms under which they are agreeing to participate in the mediation. The mediator then explains the process and answers any questions either party may have. Both parties are given the opportunity to present their views on the conflict, and the mediator assists them in developing a meaningful dialogue thereby supporting them as they work through the problem.Agreement to Mediate

7. Opportunity to talk openly. In some cases, discussion of a discrimination complaint may lead to a broader discussion about treatment issues or other workplace conflicts between the parties. Whether or not the issues discussed rise to the level of illegal discrimination, the transformative mediation process provides the parties with an opportunity to talk openly, voice all of their concerns, and listen to the other party's concerns.

8. Settlement Agreements. In mediation, the parties have the opportunity to craft a more creative, and thus more fitting, agreement than may result from the traditional litigation process.

9. Reaching a settlement. If a settlement is reached, it reflects the parties’ own decisions. The settlement, once signed, is binding on both parties. If no settlement is reached, the complaining party has lost nothing and may pursue the claim by filing a formal complaint

10. Right to Appeal to Formal. If no settlement is reached, the employee has the right to continue through the formal complaint process, which may include a hearing or further litigation.

11. Voluntariness The REDRESS program is voluntary on the part of the complainant. When an employee contacts the EEO office, s/he is offered the option of mediation in lieu of counseling, and is free to accept or reject the offer. Supervisors and managers are required to attend the mediation and participate in good faith. Settlement is entirely voluntary for all parties.

12. Access to REDRESS mediation. In accordance with EEO regulations, REDRESS mediation is available for both informal and formal complaints. Subject to exceptions. Anyone who has the right to file an EEO case against the Postal Service may have access to REDRESS mediation. This includes applicants and casuals.

13. A complaint cannot be mediated where: An active criminal OIG or Inspection Service investigation exists; Department of Labor has jurisdiction over the issues in the case; Office of Personnel Management has jurisdiction over the issues in the case.

14. Labor Relations Settlements under the REDRESS program may not violate any collective bargaining agreement.