Call Us: 800 399-5331

Is Your Complaint Reporting Process Effective?

Published Wednesday, August 29, 2018
by Kim Gusman, President & CEO


Most employers we work with have an “open door policy” and encourage employees to report concerns such as harassment, safety matters or other workplace violations. And yet, study after study, as well as the #MeToo movement, have shown us that employees are afraid to report a problem until a monumental amount of damage has been done. Fear of losing their job and the fear of retaliation from supervisors or co-workers is a strong deterrent that keeps most employees, no matter how bad their working conditions, from reporting problems in the workplace.

How can employers address the fear of reporting? An open door policy is a great start, but we have to be proactive with resources to root out problems, reduce lawsuits and create healthy work environments. Consider offering another complaint reporting mechanism in your workplace, such as CEA’s Employee Action Hotline. Our employee action hotline provides a toll-free number for your employees to report concerns relating to their employment. Examples include, but are not limited to: fraud, harassment, discriminatory conduct, hostile work environment issues, retaliation, workplace violence, misconduct by employees and/or supervisors, illegal activity and safety violations. Employees can report anonymously or provide their name.

After receiving the employee’s call, a third party company will provide CEA with the information and within 1 business day, CEA will turn a report over to your company's designated contact.

The goal of the hotline is to act as a deterrent for improper conduct and to provide an additional reporting avenue for your employees. This allows you, the employer, to take appropriate corrective action before the conduct worsens or results in a formal complaint against the company with EEOC, DFEH, Cal-OSHA or any other regulatory agency. In the event that a claim is filed by an employee, this reporting mechanism may also serve as evidence of the employer's reasonable care to prevent and correct inappropriate workplace conduct!


• Employers learn about potential wrongful acts before they happen or escalate into an actionable claim.
• Acts as a sexual harassment deterrent and is a critical element in avoiding future litigation.
• Assists in maintaining workplace standards.
• Allows employees more options to report (anonymously or not) their observations and/or suspicions.
• Acts as a safety line to report and deter unsafe acts or potential OSHA violations.

To learn more click here.

HR Answers
On Site Assistance
Leadership Development