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Workforce Behavior & Culture is a Board Level Risk to Manage

 

Set Safety Culture Tone from the Top

Bad or unethical behavior in the workforce can lead to financial performance problems.  The ability of leadership to create a safe environment to discover and correct risky behavior can protect the organization and create a safe high-performance culture.  

Challenges

Internal workplace incidents are often underreported by employees because there is no easy, safe, anonymous system to report. Most tip hot-line call centers are costly and ineffective.   Employees fear retaliation and don’t trust their report will be fairly and sensitively handled.  Incident alerts are not collected in a real-time system to spark automated investigation integrated with external risk alerts about the individual for a total view. 

 

Modernize Internal Incident Reporting & Build Trust

The Resolve incident web portal captures internal, third-party, and anonymous reports of illegal, threatening, or risky behavior within the workplace.  You can define lists of reportable activities for consistency.  Resolve™ protects employee identity and eliminates bias so employees feel safe reporting and employers receive needed information.  Internal incidents are combined with external event data for total view continuous evaluation.  

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Reduce Risk of Negligence Related Lawsuits and Public Scrutiny

Prevent Fraud, Harassment, Discrimination,

 & Criminal Activity

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Internal Incident Alerts are a Critical Data Source for Effective People-Risk Management

Assets

Safety

Wellness

Personal

Theft

Vandalism

Fraud

Embezzlement

Discrimination

Harassment

Threats

Assault

Substance Abuse

Mental Health

Wellness

Disengaged

Criminal Activity

Financial Stress

Civil Actions

Life Event Stress

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When You Know It's Time for a New Incident Reporting System
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Leadership Surprises

  • Employees know of issues before leadership.

  • Employees don’t know how or what to report.

  • Employees don’t believe hotlines are anonymous.

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Lack of Trust

  • Employees want to remain anonymous and fear retaliation. 

  • Employees do not believe a fair and equitable process is applied.

  • Employees worry sensitive information will be mishandled.

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Litigation & Liability Risk

  • Internal Incident handling is a manual ad-hoc process. 

  • Inconsistent notes and unstructured reporting leads to inaccuracies.

  • Attorney client privilege is lost via unstructured communication.

  • Digital evidence is lost or removed by mistake or with turnover.

Become Consistent 

Anonymity of incident reporting and automation of policy ensures consistent and compliant actions. 

Are you fostering a toxic workplace without even knowing it?

How to close the gap between leadership and employees.

1.8 Million

discrimination cases have been filed with the EEOC in the last decade

Make it Fair and Equitable with Technology 

Internal Incident resolution is best accomplished when it is simple, fair, defined and consistently enforced. Technology collects data, automates workflow, and establishes audit trails on who knew and when they knew it. It confirms policies are followed and communicated.  

55%

of victims who report sexual harassment experience retaliation after making the claim

Become Proactive

Make it simple and safe for employees to report harassment, abuse,

discrimination, endangerment, bullying, theft, or criminal activity.

 

​How to Effectively Mitigate Employee Risk

A 9-step approach to reducing your employee risk.

75%

of harassment incidents go

unreported

The ClearForce Advantage

Resolve Internal Incident Reporting Drives Workplace Safety
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Structured & Configurable Incident Reporting

Capture and organize internal and external incident data to categorize and investigate.

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Enhanced Anonymization

Secure web-based incident reporting ensures anonymity and simplifies reporting.

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Fair & Compliant Workflow

Defined and compliant workflow with role-based access ensures fair and equitable treatment.

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Complete Audit Trail

Actions, notes, and decisions are securely logged and retained for post-action evaluation.

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