Examples

Below are some case studies related to this service area. Click a link below to jump to the related article.


	Assessment - A large organisation in the financial sector Assessment - A Government Department Assessment - A Large Public Service Organisation

Assessment - A large organisation in the financial sector

A large organisation in the financial sector requested a formal independent investigation of a difficult situation. This was the third time the female employee had complained of discrimination by her line manager and earlier resolution had already been tried internally. The organisation wanted to establish the facts, and any responsibility it had for others, once and for all.

After a joint assessment with one of our specialists, it was noted that the complainant had resigned and lodged an IT1. In view of this, and other details of the case, it was agreed that the situation should be referred to their legal team with a view to financial settlement, rather than incur the additional costs of an investigation.

The organisation intended to follow up within the department to ensure no further complaints in the future.

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Assessment - A Government Department

A government department was not aware, until discussing with a People Resolutions Group specialist, that it was operating outside of its own procedures in failing to notify all employees of grievances filed against them. It did not wish to worry employees at too early a stage. Two complainants in the same department wished to question the behaviour of three managers and two other work colleagues.

The complexity, especially since one of the managers wanted to lodge a counter-claim, resulted in some confusion.

Our specialist was able to help clarify how many separate investigations needed to be initiated, if any of the complaints could be combined, and the correct procedure to follow.

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Assessment - A Large Public Service Organisation

A large public service organisation wanted to mediate between two people who were clearly in dispute about the allocation of customers to their sales portfolios.

On sharing the situation with our specialist it was agreed that the resolution of the conflict should additionally include the line manager since there were aspects relating to the organisation and they way the bonus system may have influenced the behaviour of both parties. Both parties were therefore given a chance to raise some of their issues with the manager, reinforcing their private resolutions and ensuring there was no recurrence.

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