The McGraw-Hill CompaniesThe McGraw-Hill Companies (McGraw-Hill) is one of the world's largest manufacturers of textbooks, tests and related materials, serving the elementary, secondary and secondary education markets and higher. (Hoover, 2008). McGraw-Hill has a variety of ways an employee can resolve workplace issues, including use of the employee hotline and through the natural progression of communication with managers, supervisors, human resources and the company's equal rights department McGraw-Hill job opportunities. McGraw-Hill has created another avenue for resolution through its voluntary FAIR (Fast and Impartial Resolution) program. The FAIR program was established in 1995, under the direction of CEO Joseph L. Dionne. According to Dionne, “It was time to integrate the open-door policy with a formal, internal alternative dispute resolution (ADR) program… to develop something that would resolve disputes quickly, something good for morale” (Bencivenga , 1996, ¶ 1). The program has three phases, starting with submitting a written complaint to the company and receiving a decision. If this solution is not satisfactory for the employee, a neutral mediator is used. If this path does not return a satisfactory result to the employee, the third phase involves binding arbitration. As stated above, the FAIR Program is voluntary. Facts to consider about the FAIR program include statements on the McGraw-Hill website, which expressly states: McGraw-Hill Companies prohibit retaliation against an employee for filing a complaint under FAIR or with a government anti-discrimination agency. Additionally, the company prohibits retaliation against anyone who cooperates in the investigation of any such complaint. An employee who retaliates against an employee for any of these reasons will be subject to disciplinary action up to and including termination. (McGraw-Hill, 2008) The program created by McGraw-Hill is in line with Daniel Dana's conflict management style of mediating organization, "One in which reconciliation of interests is the prevailing approach to resolving conflicts" ( Dana, 2001, p.141 ). Representatives of other companies that have a formal ADR program in place reiterate that these programs save time and money compared to other means of conflict resolution through the use of legal action involving the courts. As suggested in the Coastal County Clerk of Court (Coastal) scenario, many of the county's systems are outdated and not even computerized unless required by the state of Florida. As time passes and the county's population grows, the feeling is that the county should also be revitalized technologically to keep up with that growth. To this end, a new county clerk has been elected to help reflect the change needed in the county.