How installing a neutral factfinding program helps companies deal with workplace disputes
✍ Scribed by Gregg F. Relyea
- Book ID
- 101462089
- Publisher
- Wiley (John Wiley & Sons)
- Year
- 1998
- Weight
- 271 KB
- Volume
- 16
- Category
- Article
- ISSN
- 1549-4373
No coin nor oath required. For personal study only.
✦ Synopsis
How Installing a Neutral Factfinding Program Helps Companies Deal with Workplace Disputes gating employment claims
Allegations of serious misconduct warranting immediate to the employer. Factfinding provides employees with a medium to communicate their concerns to the employer, while simultaneously enabling the employer to make informed decisions concerning appropriate action.
Neutral factfinding is an investigation process that can provide an employer with information that is vital to understanding claims of sexual harassment and wrongful termination. See "Neutral Factfinding Helps Quell Employment Disputes," 12 Alternatives 146 (December 1994). Factfinding is a voluntary, non-advisory information-gathering process in which a third-party neutral interviews the claimant, respondent, and other people with information about a dispute. The factfinder provides the information to the employer to enable it to accurately assess the circumstances and to make early, informed decisions about appropriate action.
Factfinding typically is used where an organization's internal investigation process may be viewed as unreliable or, where, for a variety of reasons, it may not secure the good-faith participation of employees with information about the dispute. For example, employers have used factfinding where the allegations ofwrongdoing are directed at the human resources department, which ordinarily conducts an internal investigation process. Another example is where such allegations are aimed at high-level officers, managers, or organization leaders.
The decision to use neutral factfinding may be based upon consideration of a number of factors, including: