CoreStride HR · Practical resource
Use these three questions to choose a sensible next step when a workplace concern is raised. Start with immediate safety, then consider whether structured fact-finding is needed and who can handle it fairly.
Start the decision treeThree questions · Clear next steps
Question 01
Consider urgent safety concerns before deciding how to review the underlying report.
If yes
Use appropriate emergency or workplace safety channels, take reasonable steps to reduce immediate exposure, and contact qualified support. Record what was done, then return to the underlying concern once urgent risk is stabilized.
If no
Move to the next question to decide whether structured fact-finding is warranted.
Continue to question 2Question 02
Examples can include alleged misconduct, a serious policy concern, harassment, discrimination, retaliation, a safety incident, or suspected fraud.
If yes
Before beginning fact-finding, consider whether the person who would lead it is neutral, capable, and free of a conflict.
Continue to question 3If no
Clarify expectations or resolve the issue through the usual HR process when appropriate. Document the discussion and set a follow-up.
Question 03
A fair process needs someone who can assess the concern without a conflict and has the right experience for its sensitivity and scope.
If yes
Write a neutral scope, preserve relevant records, identify people with firsthand information, speak with participants separately, assess the information consistently, document the reasoning, and plan appropriate follow-up.
If no
Pause before assigning the review. Seek an unconflicted HR professional, an outside investigator, or employment counsel as appropriate to the concern.
Please keep in mind
This navigator is general educational information only. It is not legal advice and is not a substitute for qualified HR or legal support. Laws, policies, and obligations vary by situation and location. Consult qualified support about your specific circumstances.
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