Even the best working environments can be compromised when there are alleged or actual violations of the various employment laws.  Addressing these allegations quickly is not only responsible, it can save everyone involved both time and money.  Allegations may be addressed through a formal investigation, mediation, or arbitration when there is an arbitration agreement in the employment contract.

Complaints about violations of protected activity are common.  The most critical time for an employer is immediately after the complaint is brought forward.  It is essential that an employer respond to a complaint immediately.  While the allegation may or may not have merit, retaliation can be more serious than the original alleged violation.  An investigation performed by a neutral party can be tremendously helpful.  It also demonstrates that the employer takes the complaint seriously, and the investigative report can yield

important information  It may only take one employee's dissatisfaction to infect an entire workforce's productivity, as divided loyalties split even the closest working teams.  The best way to handle these situations is to quickly address all allegations and put them to rest.

Employment Investigations:  Investigations are powerful, efficient, and relatively inexpensive.  They are the most effective way to quickly address a brewing dissatisfaction.  When an objective, third party enters into the throws of an employment dispute, the information and knowledge can be quick and powerful.  Our investigations culminate in a written report, along with recommended courses of action to protect both the employee and the employer.  The facts uncovered in the investigations and conveyed in the reports can be useful in considering necessary action, and demonstrate a company's commitment to doing the right thing to protect its staff.  The investigation itself often yields valuable information because employees tend to trust a third party investigator, who neither benefits nor losses regardless of the outcome of the investigation.  Investigative reports may provide significant insight into the best course of action in addressing allegations and resolving issues.  Trust can be quickly reestablished, and confidence can be rebuilt between both employees and management.

Federal agencies enforce these laws, such as the Equal Employment Opportunity Commission, the National Labor Relations Authority, the Federal Labor Relations Authority, OSHA, etc; however, the wheels often grind at a madening pace when trying to resolve these issues through normal channels.  If you have an employment dispute, mediation or arbitration can put the issue to rest quickly and inexpensively.

Issues often range from charges of discrimination, disability, violating equal pay protections, age discrimination, and retaliation.  The best way to settle claims is to quickly address, to the satisfaction of all involved, the difficulties that arise in employment so that everyone can get back to work.

Mediation is a way to voluntarily come to agreement.  A guided negotiation is extremely helpful to assertain whether settlement is possible.  When settlement is acheived, a written agreement is drawn up and signed by the parties.  This document can be submitted to court for enforcement.  Because mediation can be binding, Colorado Mediators & Arbitrators enters negotiations with the decision-makers.  There is no reason to mediate with individuals who do not possess the authority to settle the matter.

Title VII of the Civil Rights Act of 1964 protects individuals against employment discrimination on the bases of race and color, as well as national origin, sex, and religion. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.


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