Management guidance, investigations, documentation, and EEOC response support, so your team can focus on running the business.
Employee matters require interviews, careful decisions, and follow-up. We provide the experience and capacity to do that work thoroughly.
A clear record supports the decision and reduces time spent reconstructing it later.
Use one experienced resource before a decision, when a concern arises, and when a charge needs a response.
We provide guidance and carry out the investigation and documentation work. Your leaders retain employment decisions.
Connected support for management decisions, employee concerns, and the records behind your response.
Policies aligned with your operation, with support maintaining the record as your business changes.
Role-specific training with individual completion records, connected to your reporting and response process.
Phone, email, and in-app reporting give employees a direct way to raise concerns outside their management chain.
Thorough, impartial fact gathering and written findings give HR additional investigative capacity.
Write-up support, termination review, proactive quarterly engagement, and EEOC response support.
Experienced support strengthens the response and gives your team more capacity for its core work.
The Faragher/Ellerth defense may apply to certain supervisor harassment claims without a resulting tangible employment action. The employer must establish reasonable prevention and prompt correction, plus an employee’s unreasonable failure to use available opportunities or otherwise avoid harm.
Prevention and the response both matter. Counsel assesses whether the defense applies.
The defense is unavailable when supervisor harassment culminates in a tangible employment action. It also has other limits. Regardless of its availability, the work still matters:
No program guarantees an outcome. Thorough work gives your response a stronger factual foundation.
What happened, what was said before, and how similar situations were handled.
The write-up, the reason, and the expectation, in plain language a manager can deliver.
Who says what, what to avoid, and what to capture afterward.
An established resource for difficult decisions, with the facts and documentation considered together.
“Poor attitude.”
“Not a team player.”
“We’ve talked about this before.”
A general label leaves important facts and dates unclear.
A factual record supports a fair review of what should happen next.
We help managers turn concerns into clear, factual documentation, with less drafting and revision left to them.
Review the facts, documentation, and timing before action is taken.
Is the stated reason clear and supported?
Do the records support the action and its timing?
How have similar situations been handled?
What needs to be documented and communicated?
Review before action helps managers consider the facts and identify issues that need counsel’s advice.
Phone, email, and in-app reporting connect to a consistent process, adapted to the facts of each complaint.
The employee reaches us directly by phone, email, or in the app. We take the initial statement.
Interview the people involved, on video where possible, and examine the records.
A written report that explains the evidence, the conclusions, and the limitations.
Keep leadership informed as it determines what action to take.
We carry out interviews, review relevant records, and document findings. Your team supports access and decisions while gaining capacity for other responsibilities.
Policies, training, reporting, investigations, and consulting work together. A continuing relationship reduces repeated explanations and scattered follow-up. *Separate providers’ services and coordination vary.
| Capability | Separate Providers* | empathiHR |
|---|---|---|
| Policies drafted for your state and industry | Varies | ✓ |
| Training tied to those specific policies | Varies | ✓ |
| Reporting connected to your policies and response process | Varies | ✓ |
| Investigations connected to your established program | Varies | ✓ |
| One documentation trail, ready for counsel or the EEOC | Varies | ✓ |
| Ongoing consulting and proactive quarterly engagement | Varies | ✓ |
| One established resource for employee matters | Varies | ✓ |
Review the charge and relevant records
Investigate allegations and develop the chronology
Draft the position statement
Organize the supporting documentation
Our company-reported record responding to clients’ EEOC charges since HRFix, continuing through empathiHR.
That experience informs our consulting, investigations, and position statements. Past results do not guarantee future outcomes.
EPLI may help fund covered claims. We provide the ongoing management guidance, investigation, and documentation work that supports your response.
May fund covered defense costs, settlements, or judgments under the policy.
Coverage, defense arrangements, and available support depend on the policy and carrier. Follow applicable notice and cooperation requirements.
Provides management guidance, investigates complaints, and prepares the documentation and charge response.
Adds capacity for employee matters and organizes the relevant records. Coordinate charge response with counsel and your carrier as appropriate.
Coverage and notice requirements depend on your policy. Review with your broker or carrier.
We establish your program at onboarding. Then we investigate complaints that come to us thoroughly and remain available for ongoing management guidance.
Review your operation, existing records, and priorities. Agree on reporting and communication procedures.
Introduce phone, email, and in-app reporting. Show managers how to use guidance and termination review.
Investigate complaints thoroughly, document findings, and support management follow-through.
Proactive quarterly conversations address business changes, emerging concerns, and management needs.
Proactive engagement each quarter. A scheduled conversation about changes in the business, recurring questions, management and documentation needs, and priorities for the next quarter. We stay engaged between complaints.
Your leaders retain the decisions. We help carry the work behind them.
Where would your team put this to work first?
Tell us where employee matters are taking time or creating uncertainty. We will explain how our ongoing support can work alongside your team.