Employee Hotline

Our Solutions
Pre-Employment Services
Industry Solutions
HR Solutions
News & Issues
Fisher Phillips
Resource Center

Links below will provide information to help you stay current with employment and labor issues.

The Cost Of A Single Episode Of Workplace Violence Is Calculated At $250,000 - National Safe Workplace Institute

When an employee who has an issue but does not have a way to voice their concerns, we often see a simple situation turn into a major concern. Employee Relations has the solution to help you with it's industry specific Employee Hotline. Employee Hotline permits employees, in a non-threatening manner, to call a toll-free number available 24/7 and voice any workplace related concerns that they are not comfortable discussing directly with management. Upon receiving a call, an Incident Report is generated which articulates the caller's concern and reports the situation to senior management.

Hotline is an "early-warning" service that:
  • May provide an affirmative defense against claims and lawsuits
  • Allows employees to report concerns and incidents before they become major problems
  • Helps management take action early, before problems become disasters
Over the years, the Hotline has been used to report all types of workplace related issues including co-worker misconduct, harassment, discrimination, theft and drug abuse. The Hotline is not intended to be a substitute for an employee to express a concern directly to management but rather the Hotline provides an additional, valuable communication tool to employees. Posters for your facilities and individual wallet cards for your employees are provided.

The Hotline is not intended to be a substitute for an employee to express a concern directly to management but rather the Employee Hotline provides an additional, early warning, communication tool to employees. Recently U.S. Supreme Court cases and EEOC guidelines make the Employee Hotline an extremely valuable component of the zero tolerance programs of employers.

Key Reasons to Use an Employee Hotline
  1. Punitive Damages have been Dismissed
    Superior courts have begun to throw out punitive damages in employment lawsuits when the employer has a third party hotline for the employee to use. Punitive damages are meant to punish the employer, and are not covered by insurance.
  2. Affirmative Defense
    If an employer has an Employee Hotline, and the employees do not avail themselves of it, the employer may have an affirmative defense against any employment harassment lawsuit.
  3. Insurance Discount May be Available
    Numerous insurance companies have reduced the premium for Employment Practices Liability Insurance coverage.
  4. Gives Employees Another Place to go to Report Concerns
    Nothing replaces an effective open-door policy, but in those instances where the employee, for whatever reason, does not feel comfortable going to his or her immediate supervisor, Employee Hotline is a proven alternative.
  5. Prevents Mole Hills from Turning into Mountains
    Most employee grievances, if handled early and resolved, go away by themselves. It is only when the employee feels that management isn’t listening or doesn’t seem to care, that small grievances grow into major issues.
  6. Employees Can Call Anonymously
    When employees know they can call anonymously to report inappropriate behavior, the employee often feels more comfortable doing so.
  7. Demonstrates Management’s Concern for Employee’s Well Being
    Whether an employee ever feels the need to call the Employee Hotline, having it is a clear demonstration by management of its concern for the employee’s well being.
  8. Serves as an Early Warning System by Giving Management a “Heads-Up”
    An Employee Hotline can give management a heads-up to what is going on in the business. Management cannot be in all places at all times and an Employee Hotline is a superior tool for management to find out what’s going on.
  9. Reinforces Zero Tolerance Policy
    Having an Employee Hotline reinforces management’s zero tolerance policies. Knowing that employees can call helps prevent unacceptable behaviors.
  10. Employee Calls are Handled with Discretion
    When an employee calls the Employee Hotline, no advice or coaching is offered to the caller, but instead probing questions result in an accurate and timely Incident Report being provided to management.
  © 2016 Employee Relations, Inc.    Security & Privacy Policy