Be it enacted by the Chhattisgarh Legislature in the Fifty-sixth Year of the Republic of India as follows:-

WHEREAS the United Nations Commission on International Trade Law (UNCITRAL) has adopted the UNCITRAL Model Law on International Commercial Arbitration in 1985:

AND WHEREAS the General Assembly of the United Nations has recommended that all countries give due consideration to the said Model Law, in view of the desirability of uniformity of the law of arbitral procedures and the specific needs of international commercial arbitration practice;

AND WHEREAS the UNCITRAL has adopted the UNCITRAL Conciliation Rules in 1980;

AND WHEREAS the General Assembly of the United Nations has recommended the use of the said Rules in cases where a dispute arises in the context of international commercial relations and the partie

Be it enacted by the Madhya Pradesh Legislature in the thirty-fourth Year of the Republic of India, as follows :-Received the assent of the President on 7-10-1983; assent first published in the "Madhya Pradesh Gazette (Extraordinary)", dated 12-10-1983.Subs. M.P. Act No. 9 of 1990 (w.e.f 24-4-1990).

It is hereby enacted in the Twenty-ninth year of the Republic of India as follows:

BE it enacted by Parliament in the Twenty-fourth Year of the Republic of India as follows:-

WHEREAS India was a State signatory to the Protocol on Arbitration Clauses set forth in the First Schedule, and to the Convention on the Execution of Foreign Arbitral Awards set forth in the Second Schedule, subject in each case to a reservation of the right to limit its obligations in respect thereof to contracts which are considered as commercial under the law in force in 1India;

AND WHEREAS it is expedient, for the purpose of giving effect to the said Protocol and of enabling the said Convention to become operative in 1India, to make certain further provisions respecting the law of arbitration;

It is hereby enacted as follows:the words "the Provinces of" were omitted by the Adaptation of Laws Order, 1950 .

Increasingly, employers and employees face workplace disputes involving alleged wrongful termination, sexual harassment, or discrimination based on race, color, religion, sex, national origin, age and disability.

As courts and administrative agencies become less accessible to civil litigants, employers and their employees now see alternative dispute resolution ("ADR") as a way to promptly and effectively resolve workplace disputes.

ADR procedures are becoming more common in contracts of employment, personnel manuals and employee handbooks.

Increasingly, corporations and their employees look to the American Arbitration Association as a resource in developing prompt and effective employment procedures for employment-related disputes.

These ru