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Employee Complaint Hotline

The employee complaint hotline is a critical part of an employer's efforts to address misconduct and is an important part of adhering to federal law. The ability of employees to register complaints, with both an identified or an anonymous complainant, is often the weakest system in the employee relations area and can expose an organization to significant liability. Our Employee Hotline provides a supplement to the traditional reporting process to prevent and address issues in the workplace.

  • Employees feel comfortable reporting problems to a third party and may make a complaint early, before the problem worsens. 

  • An expert handles the complaint from the beginning. EPS Hotline calls are received by human resource professionals who routinely handle complaint intake. 

  • The organization receives critical information immediately. EPS provides complaint information to the appropriate person within the client's organization - human resources, in-house counsel or an outside attorney - via written report and/or a phone call based on the client’s internal processes. An automated voice messaging system is available after business hours and on weekends allowing employees to leave a message, which is promptly returned by EPS professionals. 

    • EPS is a fact gatherer only, providing the organization objective information.

    • EPS has in-depth experience with all types of complaints, including: 

      • Sexual harassment 

      • Race, gender, national origin and all other types of harassment 

      • Whistleblower concerns 

      • Retaliation 

      • Theft

      • Violence in the workplace 

    • An automated voice messaging system is available after business hours and on weekends allowing employees to leave a message, which is promptly returned by EPS professionals.

    • No automated complaint handling. Lengthy auto-prompt systems can discourage employee input and are unable to adapt to the wide variety of situations that are reported. Intake on the EPS hotline is handled by professionals who follow specific intake guidelines, but who also have latitude to use their knowledge and experience to ask critical follow-up questions when necessary. 

    • More typical employee concerns are separated from serious issues in the initial complaint, conserving the organization’s resources. 

    • Complaint intake is thoroughly documented, providing detailed information about the complaint and witnesses so that the complaint is documented.

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