empathiHR is the technology driven end-to-end solution for handling employee complaints to mitigate litigation, reduce risk and protect your company.
empathiHR is the technology driven end-to-end solution for handling employee complaints to mitigate litigation, reduce risk and protect your company.
empathiHR is the technology driven end-to-end solution for handling employee complaints to mitigate litigation, reduce risk and protect your company.
empathiHR is the technology driven end-to-end solution for handling employee complaints to mitigate litigation, reduce risk and protect your company.
empathiHR is the technology driven end-to-end solution for handling employee complaints to mitigate litigation, reduce risk and protect your company.
1,000+ EEOC Charges Successfully Dismissed
1,000+ EEOC Charges Successfully Dismissed
1,000+ EEOC Charges Successfully Dismissed
1,000+ EEOC Charges Successfully Dismissed
1,000+ EEOC Charges Successfully Dismissed
"The onslaught of recent anti-employer legislative changes, the increasing number of frivolous employee lawsuits with runaway verdicts, and unprecedented labor shortages combined with worker retention challenges has made handling employee discrimination and harassment complaints not only harder but more imperative than ever for employers to get right."
"The onslaught of recent anti-employer legislative changes, the increasing number of frivolous employee lawsuits with runaway verdicts, and unprecedented labor shortages combined with worker retention challenges has made handling employee discrimination and harassment complaints not only harder but more imperative than ever for employers to get right."
The Power Dynamic
Has Shifted
The Power Dynamic
Has Shifted
Employers are facing ever-changing laws and external factors which subsequently have resulted in a shift in power in the employer and employee relationship which has exposed businesses to new and greater liabilities.
Significant Changes Facing Employers
EEOC-DOL Memorandum of Understanding 2023
NLRB Joint Employer Guidance 2023
Arbitration Amendment Act 2022 prohibits the use of forced pre-dispute arbitration for claims of sexual harassment and sexual assault
Speak Out Act of 2022 reduced employers' ability to manage allegations of sexual harassment and assault, through the use of non-disclosure agreements
Environmental Social Governance (ESG)
policies.
Employer Practices Liability Insurance (EPLI) increases
Our Unique Approach
Our Unique Approach
Affirmative Defense
Program developed to meet the requirements of the Supreme Court to establish an Affirmative Defense
Program developed to meet the requirements of the Supreme Court to establish an Affirmative Defense
Successfully used to defend against 1,000+ EEOC charges without adverse action being taken by EEOC
Successfully used to defend against 1,000+ EEOC charges without adverse action being taken by EEOC
Video Investigations
Respond immediately to employee complaints by capturing statements on video before coaching or negative influence by an outside third party
Respond immediately to employee complaints by capturing statements on video before coaching or negative influence by an outside third party
Quarterly Questionnaire
Survey every employee every three months to proactively learn of issues in the workplace, establishing a pattern and practice while resetting the clock on claims
Survey every employee every three months to proactively learn of issues in the workplace, establishing a pattern and practice while resetting the clock on claims
Investigation Management Tool
Stay aware of the complaints and investigation lifecycle through empathiHR's Investigation Dashboard
Stay aware of the complaints and investigation lifecycle through empathiHR's Investigation Dashboard
Investigation Summary
Summary of findings and recommended course of action delivered to Compliance/HR/Legal
Summary of findings and recommended course of action delivered to Compliance/HR/Legal
Clients are empowered to make an informed decision
Clients are empowered to make an informed decision
Employee Hotline & Training
Non-Biased Independent third party
First step in diffusing employee issues
Phone, Email, and Web
Non-Biased Independent third party
Compliant with multi-state requirements
Non-Biased Independent third party
First step in diffusing employee issues
Phone, Email, and Web
Non-Biased Independent third party
Compliant with multi-state requirements
FAQ's
FAQ's
Why does my company need an Affirmative Defense?
Isn't this what Insurance is for?
What Does the EEOC say employers should do?
Why should you choose empathiHR
Why does my company need an Affirmative Defense?
Isn't this what Insurance is for?
What Does the EEOC say employers should do?
Why should you choose empathiHR
Why does my company need an Affirmative Defense?
Isn't this what Insurance is for?
What Does the EEOC say employers should do?
Why should you choose empathiHR
01
Deescalate the Process
The first step in addressing employee complaints and grievances is diffusing the situation by ensuring the employees feel heard, and in doing so, demonstrate to your workforce that the company takes compliance and their complaints seriously. the client's values and audience.
01
Deescalate the Process
The first step in addressing employee complaints and grievances is diffusing the situation by ensuring the employees feel heard, and in doing so, demonstrate to your workforce that the company takes compliance and their complaints seriously. the client's values and audience.
01
Deescalate the Process
The first step in addressing employee complaints and grievances is diffusing the situation by ensuring the employees feel heard, and in doing so, demonstrate to your workforce that the company takes compliance and their complaints seriously. the client's values and audience.
02
Confidential & Non-Retaliatory
eHR's complaint processes are confidential to the extent allowed. All investigations are kept as confidential as possible. eHR does not have the authority to take adverse action. Employees may utilize the established complaint processes in the event they believe they are being retaliated against.
02
Confidential & Non-Retaliatory
eHR's complaint processes are confidential to the extent allowed. All investigations are kept as confidential as possible. eHR does not have the authority to take adverse action. Employees may utilize the established complaint processes in the event they believe they are being retaliated against.
02
Confidential & Non-Retaliatory
eHR's complaint processes are confidential to the extent allowed. All investigations are kept as confidential as possible. eHR does not have the authority to take adverse action. Employees may utilize the established complaint processes in the event they believe they are being retaliated against.
03
Non-Biased
We do not know your employees. We have no biases which could adversely impact an investigation.
03
Non-Biased
We do not know your employees. We have no biases which could adversely impact an investigation.
03
Non-Biased
We do not know your employees. We have no biases which could adversely impact an investigation.
04
Third Party
As a third party, we maintain the ability to remain neutral, to ensure a consistent process is followed improving an employer's ability to defend against EEOC Charges.
04
Third Party
As a third party, we maintain the ability to remain neutral, to ensure a consistent process is followed improving an employer's ability to defend against EEOC Charges.
04
Third Party
As a third party, we maintain the ability to remain neutral, to ensure a consistent process is followed improving an employer's ability to defend against EEOC Charges.
HOW MUCH?
HOW MUCH?
Less than the cost
of a good cup of coffee,
per employee, per month...
it's a really good deal!
Less than the cost
of a good cup of coffee,
per employee, per month...
it's a really good deal!
Less than the cost
of a good cup of coffee,
per employee, per month...
it's a really good deal!
The EEOC is Taking Enforcement of Title VII Complaints Seriously...
So Should You.
The EEOC is Taking Enforcement of Title VII Complaints Seriously...
So Should You.
In a recent lawsuit announcement by the EEOC, acting District Director Roberto Chavez said, “This lawsuit should put business owners on notice the EEOC will vigorously prosecute Title VII violations to protect the rights of female workers.”
