Reduce the potential for mishandling whistleblower complaints

The ability of whistleblowers to come forward is an essential aspect of employment in Ohio. If one of your employees has a big complaint, something has gone seriously wrong, and it’s up to you to figure it out.

No matter the nature of the problem — whether the employee’s complaint seems reasonable or not — you still have to handle the matter with care. That’s the best way to protect both your employees and your business.

Mishandling of complaints

Everyone has heard horror stories of mishandling whistleblower complaints. Such mishandlings can cost companies a lot of time and money. They can also cause heartache for business owners.

Whistleblowing mistake prevention

Even if you don’t anticipate complaints, you need a proactive plan. Merely making it possible for whistleblowers to file complaints isn’t enough. You also have to set up steps for what happens once a complaint comes in. Here are some vital protocols to put in place:

• Notice
• Assignment
• Investigation
• Communication
• Remediation

You might wonder what those steps look like. First, notice involves deciding who will get notification of the complaint. Assignment determines who will have responsibility for investigating the complaint. Investigation protocols describe how an investigation would work.

Meanwhile, you’ll need to communicate with the person who complained. That is one area some companies flub. Without communication protocols, the reporter might believe you’re ignoring the issue.

Finally, you need remediation protocols. These will determine how you remedy complaints, and you’ll need to document how you carry out each step.

Employee complaints are always stressful, but you can reduce the potential for even bigger problems. If you’re unsure how to set up the best possible whistleblower protocols, you might benefit from contacting an attorney with business law experience.