These are examples of situations in which HR Hotline helped employees and their organizations resolve problems, avoid danger and potentially save the time and expense of costly legal action…

Doing the Right Thing
A sales executive completed an exit interview and advised the company that he was leaving voluntarily. He made no mention of any problems in the workplace. Soon afterward, he sent a complaint to HR Hotline that revealed his departure was the result of age-based harassment. Following up on the complaint, the company disciplined the executive’s manager and refused to accept the executive’s resignation. The executive kept his job, and the company avoided potentially costly legal action.

Avoiding Damage to Reputation
HR Hotline received a complaint from a cashier at a well-known multi-unit franchise operation, saying that local school board officials and members of the state attorney general’s office were plotting fraud. The report enabled the company to know caller was not rational. After being interviewed by the company, the cashier was separated from employment before damaging the company’s reputation with customers or subjecting the company to possible litigation.

Thwarting Potential Violence
HR Hotline received an anonymous complaint by an assistant that her boss had been viewing pornographic material on his computer at work. When company reviewed his computer files and e-mails pursuant to policy that allowed review, a number of e-mails that threatened violence in the workplace were found. Local law enforcement authorities were called and a restraining order was obtained. The employee was removed from the workplace without incident and prevented from return by court order.

A Company Helps Itself
After an HR Hotline client company sent a memo reinforcing its commitment to preventing fraud in the workplace and encouraging reports to HR Hotline, it received a report of misconduct from an engineer about a slush fund that had existed four years earlier. The company investigated and then reported the results of its investigation to a federal administrative agency to show its commitment to rooting out corruption.

A Company Helps Its Employees
A staff member at a foreign outpost of an HR Hotline client company received an inquiry that he felt was part of a financial scam. The report to HR Hotline facilitated corporate response to the scam and prevented employee loss company-wide.

Not All Problems Are Internal
A cashier made a complaint to HR Hotline about a customer who repeatedly propositioned her. After the store manager received the report, the customer was advised to cease the rude comments or stay away from the store.

HR Hotline Ensures Disputes Are Resolved
A caller to HR Hotline complained that a direct supervisor submitted false time sheets that resulted in deduction of the caller’s sick / vacation time, in order to create a hostile environment. The caller sought documentation from supervisor and human resources department, but both declined to provide time sheets. With formal documentation of the complaint, and its presentation to the company, the caller was able to move to resolution of the issue.

Confidentiality Counts
A project manager complained to HR Hotline that she could not add her life / domestic partner as a member of her household for her health benefits plan. The caller provided her name and added, “I trust that you will handle this complaint with dignity, respect and confidentiality.” The complaint was handled in that fashion, and resolved.

Some Problems Are Easily Resolved
HR Hotline received a complaint that a superior was in habit of touching an employee when talking with her. Advised by the company of the employee’s concern, the superior became more aware of what was an unintentional habit, and the problem was amicably resolved.

HR Hotline Benefits Everyone
A caller heard of HR Hotline being used in another company’s franchise stores. The caller worked for franchisee that did not use a reporting service. The caller made a complaint to HR Hotline that she had been verbally harassed about sexual matters in the direct presence of franchisee, and no action was taken. The call was documented for the employee and formal report was made, even though company was not a client.

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