Five pillars. One coordinated system.
We establish the program once, then work with your team as employee matters arise. Managers can seek guidance before acting. Complaints reach investigators. Documentation supports decisions. Proactive quarterly engagement keeps the relationship active.
What we look at, and what we deliver
During onboarding, we review these five areas to understand your organization and establish the working relationship. Once the program is in place, our team investigates incoming complaints thoroughly and provides ongoing guidance, without restarting the onboarding conversation for each matter.
Policies & Procedures
Clear expectations your managers can apply in daily decisions.
We review your handbook, anti-harassment policies, reporting procedures, and manager practices. We identify gaps and recommend updates for counsel review, then help managers apply those expectations in write-ups, corrective action, and termination reviews.
- Plain-English audit of every policy that touches harassment, discrimination, retaliation, and complaint handling
- Gap analysis against federal law and each operating state
- Drafted updates ready for counsel review
Training
Manager and employee training, documented to the individual so it can be produced later, not just consumed.
We review what your training covers, who has completed it, and the requirements that apply to your workforce. Role-specific training helps managers recognize concerns, respond consistently, and use the reporting process. Completion records support the broader program; training alone does not establish a legal defense.
- Roster-level completion audit against each applicable state mandate
- Content review against the Affirmative Defense standard
- Multi-state training matrix with deadlines per jurisdiction
Employee Complaint Processes
How easy is it to report, and how defensible is the path the report takes?
We review every method of recourse available to your employees: the hotline, anonymous channels, supervisor reporting, HR escalation, ethics committees. We evaluate whether complaints are documented from intake, investigated neutrally, and closed with the records a future plaintiff's attorney will subpoena.
- Map of every reporting channel and its documentation discipline
- Test-call audit (with permission) of hotline and escalation paths
- Recommendations for confidential, neutral, evidentiary intake
Current & Past Complaints
Three years of complaint history, read for patterns, and read against the standard of care.
We review every complaint, internal investigation, and informal escalation from the past three years. We look for documentation gaps, statute-of-limitations exposure, response patterns, and supervisor behaviors that recur. We do not relitigate closed matters; we identify the structural risks that are still active.
- Three-year complaint inventory with severity scoring
- Investigation-quality review against neutral-investigator standards
- Active-risk register with prioritized remediation
Enforcement Actions
Has the EEOC, DOL, or state agency already been to your door? What happened next?
We review relevant EEOC charges and other agency matters with your team and counsel. Past responses can reveal documentation gaps and recurring concerns. When a new EEOC charge arrives, we help organize the facts, supporting records, response, and position statement.
- Review of relevant agency matters and available records
- Response-quality review and pattern analysis
- EEOC response and position-statement support
A documented response, supported by experience
Clear policies, useful training, accessible reporting, thorough investigations, and documented follow-through support consistent employer practices. They may also support legal defenses where available. From HRFix through empathiHR, the company reports no adverse actions in EEOC matters it has handled. Past results do not guarantee future outcomes; counsel evaluates the legal position in each matter.
An ongoing resource for your team
Call before a difficult conversation, write-up, or termination decision. Bring employee concerns to us for a thorough investigation. Use our documentation and EEOC response experience when a charge arrives. Phone, email, and in-app reporting connect concerns to follow-through, while proactive engagement each quarter keeps the program working.
Build the relationship before the next difficult matter.
Talk with us about your team and its employee relations workload. We will explain how onboarding leads to an ongoing consulting and response relationship.