HomeNeutral EvaluationUse casesPeople & workplaces
TN/USE/28
Edition 2027 · effective 1 January 2027
People & workplaces · A workplace complaint: is the process right
A complaint handled internally is rarely believed by everyone.
An independent evaluator reviews how the complaint has been handled and whether the route is fair and suitable, and recommends an independent investigation where contested facts need findings. People on both sides are protected by a process they can see.
§ 01The evaluation question
What the evaluator is asked.
“Has this complaint been handled through a fair and suitable process, and does it need a properly constituted independent investigation?”
(The question)
Commissioned by. HR, general counsel, board
When. When internal handling would not be trusted
Usual protocol. C · Public-interest or affected-person review
§ 02Specialist mandate required
A general neutral credential is not enough here.
Why
Regulated or specialist ground
Where a complaint needs findings on contested facts about individuals, that is an independent investigation, not an advisory evaluation: it requires procedural rights for everyone involved, employment-law competence, safeguarding and confidentiality. This use case evaluates the organisation’s handling and route, and recommends a properly constituted investigation where one is needed.
What the scope review checks
- The specialist qualification or licence the question requires
- Whether a statutory or regulated process must be used instead
- Who must be heard, and their procedural rights
- What the evaluation will expressly not cover
§ 03What is examined
The evidence, and the output.
The evidence
Material reviewed, and what was not available, is always stated.
- The complaint and the response so far
- The policy and the process followed
- Timelines, communications and safeguards
- Whether contested facts need formal findings
A reasoned view on the process and the right route, including terms of reference for an investigation where one is needed
A reasoned view. The decision stays with you.
- It will not: make findings on contested facts about individuals without a properly constituted investigation
- It will not: make disciplinary decisions, which stay with the employer
- It will not: handle matters that require police or regulator involvement
§ 04Depth and time
Usually: Clarity DeepView™.
A full twelve-part INE™ report. Typical time: Two to six weeks.
§ 05Your version
Every case is different. Frame yours.
§ 06Related