Open lines of communication are important in any organization. Thus, workers should be encouraged to present their complaints to management either during their employment or at the time they decide to resign. Many complaints can be resolved before the situation gets out of control and your company should establish an effective procedure for receiving and acting upon all employee complaints. In addition, when juries hear testimony regarding a company's alleged callous treatment of a terminated worker, they are often impressed by additional testimony offered from the other side which establishes good-faith efforts by the company to correct problems before they become unmanageable.
Some companies establish internal complaint mechanisms for handling problems.
If an employer has established a credible internal complaint resolution procedure, problems can be detected before a request for termination is made. Some companies have stated policies, for example, where complaints are first addressed with the immediate supervisor. As a final resort, if the matter is still unresolved, the complainant may discuss it with the president of the company. It may give employers the opportunity to correct poor managerial decisions before an employee is discharged or resigns. It may permit disputes to be settled quickly, at minimum cost.