ARBITRATION AT WORK A SIGN OF THE TIMES.

Byline: Ken Lloyd On The Job

Q As a condition to work for my present employer, I signed a form that requires any disputes with the employer to be settled by arbitration. I regard this type of agreement as a bad sign. What do you think? S.F.

A Rather than being a bad sign, it is merely a sign of the times. More and more companies are using forms of arbitration to handle disputes between employees and employers.

On the one hand, it can be argued that your company's reliance on arbitration may be a good sign, as it indicates that management is up-to-date on newer and more expeditious methods of dealing with conflicts. And, since your company is at the cutting edge in dispute resolution, it may also be a sign that the company is at the cutting edge in other areas of management.

On the other hand, many people view these agreements as an abridgment of employee rights, and they often add that such agreements place the employees at a severe disadvantage in resolving disputes with employers. And, it may be further argued that if an employer uses a sinister approach in this area, it may do so in others.

Either way, the arbitration agreement is one of the realities associated with working for your present employer, and it is going to be there no matter what you do. Since this agreement is only one condition of your employment, it makes sense to view the company from a broader perspective, such as in terms of its values, objectives, and treatment of people, in order to understand if the arbitration document is a good sign or a bad sign.

Q My manager is constantly checking up on me. It seems that every time I turn around, he is asking me if I have any questions or need any help. Several of the people I work with have commented on this, and it's annoying and embarrassing. How do I get him to pull back? B.A.

A When your manager has become your shadow, it typically means that he either has a problem with you or is a problem himself.

The first step is to look at your own performance and honestly determine if there have been any key incidents that indicate that you need additional managerial attention. If these incidents are an ongoing problem, the answer is for you to take some specific steps to correct them. And, if such key incidents occurred in the past but have long since been corrected, it is time to meet with your manager and give him the facts.

At the same time, if you truly believe that there is no justification for your manager to do his famous appearing act, then you need to meet with him to discuss it. Let him know that you appreciate his follow-up and attention, while adding that you feel that they are not warranted to the present degree. Ask him if there is a reason why he seems to be spending extra time supervising you, and if there is anything you can do to help him to reduce it.

If you follow his suggestions and his excessive visitations persist, you should consider a visitation with his manager.

Q I just learned that one of the people in my department is taking his vacation at the same time and place as mine. The problem is that he is so obnoxious, I am concerned that he will be hanging around me and wreck my vacation. I can change plans, but this will cost me money. What do you think? T.I.

A Unless you are taking a vacation on a hot-air balloon, there is no reason for you to have any contact with this person. However, you need to be prepared to act assertively.

The better approach is for you to go and not give a second thought to the presence of this co-worker. After all, it is possible that he may be meeting some friends or may attach himself to someone else.

If he tries to hook onto you, then it is time for the assertiveness. Tell him in a clear and direct fashion that when you are on vacation, you like to put the office behind you and have some private time to do what you want. Tell him that you hope that he will understand, but you will not be doing anything with him. He is not on this vacation because of you, and he will survive.