 It's giving some a bit of a hint on each other's ears just by being ourselves. There's no cosmic conspiracy out there. This is torture court. Your connection to what's happening in the federal courts around the country. Refining information and ideas that will enhance your job and how the courts function. Now with today's program, my position is to work literally. I'm only telling them that, you know, we'll find an answer for them at the emergency court. There's never a born time. I just got this notion of the laser supporter. No one knows everything, so, you know, you have to add emotions to this. They have emotions in this one, emotions in this one. Our data quality analyst is very knowledgeable about walking. And I go to her. And so, I see myself talking and just changed everything. What's rewarding that you're part of my job? I feel this is that I have a significant... Actually, when we get responded... ...in our district. Yes, this is your address. Court employees truly are initially true about confidential information. Sometimes it's difficult for staff to know just what is off limits. Both to take outside the court and to bring into this district developed guidelines for court staff. Like producer, interest, and confidential information. It seems that the issues of conflicts and confidentiality are more important today than ever before. Especially in the areas of financial transaction. Well, these days it seems far more likely that someone working for the court... ...may themselves or a spouse or a close relative... ...have stock owner through spouse's retirement plan. Or it may be online trading that more and more people are engaging in. But the consequence is that it's far more likely that including major things. The first is the rule on insider trading. But it trades stock based on non-public information inside special information. And that's something they might come up with in court employee. The second is I think it's Canon 3F of the Cannons of Ethics for Judicial Employees... ...which lays out fairly explicit guidelines that prohibit anyone has a financial interest. And indeed it's specific. For example, with respect to case managers for a particular judge... ...they should not be involved. So the best rule on my judgment is to say nothing. I don't know if it would otherwise come to their attention... ...until some other people account for it. There's the need for confidentiality working reverse. I know of an instance where I was presiding an events trial... ...involving a discrimination plan against the company. I wanted my case managers to happen to me. So yes, a person could be in soccer game... ...but here's something they could be in a social circle. Really what is needed is a set of procedures by which these... ...I've been in instances where sitting in a barber shop... ...and their barber will say, hey, aren't you about to sentence this friend of mine? And I have to quick to say we can't talk sense for a specific guideline... ...so the court personnel can know what to tell on a share. That of course comes up all the time during the course of their employment... ...if all of us say it came about because I was contacted by one person. Personal things in your life to some people. We just sort of wonder if it's just for whether they're better... ...to have a lot of maintaining that professionalism. Start with that. Let me thank you again for being with us... ...and sharing your insights about these important topics. These issues, please. Now, probation and pretrial services officers... ...can get the latest education series which brings you the latest. Use the FJT and Colletin or the JNET for air dates... ...of the next edition of this provocative series. Double disputes with landed and federal colleagues... ...lead some of the pressure and possible dispute resolution procedures. Colleagues who disagree whether individuals or organizations... ...can resolve their differences. And when they tarry judgment options for trials... ...this legislation that requires each federal district court... ...in the words of us in all civil cases with a reason. Today we'll talk about three of the NPR procedures being used. Mediation, arbitration of case, and office. No decisions are made by mediators... ...who usually are attorneys approved by the court. But some magistrate and district court judges serve as mediators... ...typically the process begins with the mediator and the parties... ...meeting together and each satisfying solution. Mediators with experience in the subject matter of the case... ...submit exhibits and a call would be done in a trial. These are free to proceed to trial. Either is not satisfied with the decision. Another ADR technique is called... ...Early News also referred to as BNE. The parties meet... ...each party presents its side of the strengths and weaknesses... ...of each size case. This assessment is non binding. If the parties want... ...the evaluator also can assist with settlement decisions. Are we planning then our unsettling? It's available to court staff, judges and attorneys... ...and explains the three ADR processes we discussed today... ...and others use less often. It also offers district by district summaries... ...of current ADR and settlement procedures... ...to all 94 districts. That's words to go for this time. If they're right. Please let us know. C1X Court to Court... ...are from someone who focuses on understanding... ...personal style and communication. It is crazy. We realize also other people can see clearly... ...but we can't see. Joel Freeman spoke at a recent FJC... ...sponsored a collection of bankruptcy court clerks... ...and chief deputies. Freeman, a management consultant... ...referred 13% of one's career and financial success... ...depends on technical dual diversity... ...and we get on each other's nerves just by being ourselves. There's no cosmic conspiracy out there. That's why it's such hard work... ...because we're just busy being ourselves... ...and sometimes it's hard to put ourselves... ...in the shoes of someone else... ...and understand why or what's going on with them. And that people have so many traits... ...that it's good to see beyond phase 3s... ...of the Western District of Tennessee... ...wanted to engage you. I'm always interested in seeing... ...if there's a better way of dealing with people. Always trying to understand and be aware... ...first of all, that myself... ...want to be a better person. It's from four styles of behavior... ...steadiness to judging any particular style. We're not talking about intelligence here. We're not talking about this work through the exercises. We're talking graphs of their own behavioral styles. The second middle graph... ...is what we call the instinctive response... ...to stress, pressure, and conflict. We then discuss the nuances of how styles overlap... ...within an individual. When it comes to a dominant people... ...the most is because you have someone... ...who is aggressively going after someone. Why am I pushing myself? And so you have that internal stuff happening a lot. Now, once a person has harnesses that internal... ...potential strife... ...and here I am. Now we can begin the meeting. The I is very expressive... ...and the C is very closed. The I-C combination... ...is that stop-start stuff that's going on outside too... ...because here you have someone... ...who is just social butterfly... ...but then he said that for successful communication... ...each group had to get... ...saying that the essence of communication... ...is respect for each individual. Don't use this as an excuse to indulge your weaknesses. Don't use this information... ...to categorize everyone you need. The whole purpose of this is not to confine people... ...in little boxes. It's to... ...a section where you can also tell us topics... ...you'd like to see in future programs. Send the evaluation online... ...or fill one out at your site and mail or fax it to us. The fax number is 202-502-4088... ...here at the Federal Commercial Center. Thank you for watching today.