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Understanding the Difference Between a Serious Complaint and Employee Drama


Learn how to evaluate employee complaints and how to determine when to investigate them.

How an employer handles employee complaints is important not only from a legal perspective, but because it sets the tone and helps to create a healthier workplace. Employees, however, raise complaints about many issues, some of which might seem frivolous to management. The ability to conduct intake on all complaints and to determine which ones should be fully investigated is an art form and this material will help you fine tune your skills. During this topic we will explore employee complaints and how employers should evaluate them, categorize them, and determine when to investigate them.



Stephanie K. Rawitt

Stephanie K. Rawitt

Stephanie K. Rawitt, Attorney at Law

  • •Senior Claims Specialist at Markel Insurance
  • •Responsible for handling management liability claims for select client accounts from initiation of the claims through to their conclusion. Analyzes coverage issues, investigates claims, and facilitates settlement and resolution of the claims.
  • •Worked as employment counsel for 25 years where she provided legal services and advice on employment matters to a variety of clients, including hospitals, medical practices, retirement communities, assisted living facilities, home health care companies, public entities, nonprofit organizations, private businesses, colleges, universities, and corporations.
  • •Worked specifically with human resources departments to create, manage, and maintain the most current employment policies and procedures.
  • •Counseled employers on issues concerning statutory compliance with employment laws, such as the ADA, Title VII, the ADEA, FLSA, FMLA, Form I-9 compliance, and state wage laws.
  • •Has significant experience in handling employment-related liability matters, including wage and hour claims, wrongful termination, grievance claims, discrimination, sexual harassment, federal civil rights claims, federal and state statutory claims (Title VII, FMLA, ADA, ADEA, FLSA, PHRA), and related tort claims.
  • •Based upon her extensive experience, she offers training programs on a full range of employment matters.
  • •J.D. degree, Northeastern University School of Law; B.A. degree, cum laude, Syracuse University

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