This dissertation explores the development of Alternative Dispute Resolution (ADR) methods and other conflict management strategies to deal with workplace conflicts in the Brazilian banking sector, with special attention to the topic of workplace bullying. Drawing on interviews with managers from 14 different banks and leaders from 6 different unions in the banking sector, and complemented by thorough archival research on unions’ newspapers, results suggest that unions and banks have different understandings of workplace bullying, which are dependent on the frames of reference that they use to interpret labor relations (critical/pluralist in the case of unions, unitarist in the case of banks). Those different understandings, however, have direct impacts on how each actor responds to workplace bullying. Unions favor collective tools that frame bullying as a structural issue, while banks favor conflict management tools that focus on individual managerial behavior. In both cases, individual victims’ perspectives of workplace bullying are not taken into consideration. Moreover, the research suggests that, although usually playing important roles in conflict management, HR departments lack independence, autonomy, and impartiality to handle workplace conflicts adequately. Furthermore, Ombudsman Offices in Brazil are shown to differ from the traditional description of Ombudsmen in international literature, by focusing on investigatory activities, which can be explained by institutional factors present in Brazilian labor relations. Finally, the research also reinforces the importance of sector-specific characteristics and of different types of conflicts in shaping conflict management responses by different labor relations actors.