When friction between individuals becomes more than just dislike and the workplace is being affected, action is required. MRA can provide an impartial third party, trained in dispute resolution techniques and knowledgeable in handling workplace conflict.
Conflict Resolution may be appropriate when:
- Work has suffered and other employees are affected;
- The manager has talked with the parties several times, and the situation has not improved or has deteriorated;
The problem has affected morale throughout the team or department;
The problem has risen to a level in which employees are leaving or may leave; or
It is apparent that you will need to terminate one or both employees if the problem isn't resolved.
Employers are responsible for conducting a thorough and prompt investigation into complaints of misconduct, discrimination, harassment, and violence in order to properly identify, address, and prevent recurrence of these problems. However, HR professionals often don’t have the bandwidth or resources they need to conduct time-sensitive investigations, yet a workplace investigation is a vital part of an employer’s defense against a possible claim against their company. When dealing with a potentially costly employee situation, it can be more effective to use a neutral third party to conduct the investigation.
The benefits of using MRA as your external third-party investigator include:
- Expertise and experience of a professional investigator
Increased objectivity due to lower familiarity with the individuals involved
Improved perception by employees that the investigation is fair and independent
Witnesses are more apt to disclose information to an outside party
We are here for you
MRA’s Conflict Resolution and Investigation services are conducted by skilled and experienced HR Professionals. We will work with you to identify the issues, define the scope of the project, and develop an approach that is thorough and unbiased. The process includes:
- Prompt, objective, and thorough review of relevant documentation
Detailed review of relevant policies and procedures
In-person or telephone interviews with the people involved
A comprehensive investigation report
Upon request, recommendations for remedial action