Carol Bowser featured in Business Examiner
"Ladies
who launched" September 17, 2007
FOR IMMEDIATE RELEASE
May 8, 2006
Contact: Carol Bowser
253-219-5532 | ContactUs@ManagingConflict.com
Carol Bowser Named
EEOC Mediator
TACOMA – Carol Bowser, founder of Conflict Management
Strategies, a Tacoma-based company, recently had her contract
as mediator for the U.S. Equal Employment Opportunity Commission
renewed.
Bowser was first selected as a contract mediator for the EEOC
in November 2005. The selection process is rigorous and highly
competitive. Bowser was chosen because she has more than 10
years of mediation experience and 250 hours of professional
development specifically related to employment issue and mediation
including presenting at the Northwest Dispute Resolution Conference
in 2004 and training new mediators.
“I am excited about the opportunity to work with the
EEOC,” Bowser said.
Bowser graduated from the Seattle University School of Law
and is a licensed attorney in Washington State. She began
her career in mediation in 1994 and has mediated, trained
and designed training programs for agencies throughout the
Northwest. She founded Conflict Management Strategies, a company
emphasizing training and consulting on conflict resolution
in schools and in the workplace, in 2002. In addition to serving
the EEOC, she serves on mediation panels for the Pierce County
Center for Dispute Resolution, the Fred Hutchinson Cancer
Research Center and ADRSystems. She also teaches at the University
of Phoenix and was appointed lead law faculty in 2005.
The EEOC is the Federal Agency tasked with enforcement of
Federal Anti-discrimination Law. (Title VII: Race, Religion,
Gender, Color, National Origin; Americans with Disabilities
Act; Equal Pay Act and the Age Discrimination in Employment
Act) The EEOC offers mediation as a form of Alternative Dispute
Resolution as an alternative to the traditional investigative
or litigation process. Mediation is an informal process in
which a neutral third party assists the opposing parties to
reach a voluntary, negotiated resolution of a charge of discrimination.
The decision to mediate is completely voluntary for the charging
party and the employer.
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