Employee relations case management for schools and colleges
HR case management software for districts and colleges: complaints, EEO matters, grievances and investigations in their own system.
Who uses it
HR directors
Every employee matter in one place, with the same steps each time and no files living in personal folders.
Employee relations investigators
Interviews, evidence, findings and the written outcome attached to the case.
EEO and civil rights officers
Discrimination and harassment complaints tracked with their own workflow and documentation.
Labor relations
Grievance stages and deadlines built as steps, so nothing slips past a contractual timeline.
What employee relations case management covers
- Employee complaints and grievances
- EEO discrimination and harassment matters
- Workplace investigations
- Allegations against staff
- Corrective action
- Accommodation requests
- Title IX cases where the respondent is an employee
Built for HR teams
HR case management software, configured by HR, visible only to HR, and reported the way HR is asked to report.
An HR complaint route that works without a name
Staff describe a concern through a form HR designs. Filing without identifying yourself is supported, and whoever investigates retains a way to correspond. That is anonymous reporting software in practice: an access key, a check-in portal and a route that reaches HR alone.
HR case management, assignment through resolution
Set out how an employee matter progresses, how long each phase may sit, and which phases cannot advance until a reviewer approves them.
The record a later reviewer expects
Specify what must be documented at each phase, so the file holds the basis for a decision and not merely its conclusion.
Interviews and document requests, pre-built
Save the steps a workplace investigation always needs, then apply them to a new matter in one action with owners and dates attached.
Acknowledgments and findings, drafted early
Standard employee correspondence prepared beforehand and generated from the matter, so wording does not drift between investigators.
Corrective action acknowledged electronically
Route a findings summary or an action plan for signing; the acknowledged version is stored alongside the matter automatically.
A principal cannot read a complaint about themselves
Access is granted by role and scoped to HR. Building administrators do not see matters concerning their own site.
HR case reports: where complaints concentrate
Break volume down by site, by category and by time to resolution, keeping the report so the same question is answered the same way.
A preservation-ready record
Once a charge exists, an employer has to preserve what is relevant until the matter is finally resolved. Actions, edits and documents are recorded against the case rather than scattered across personal mailboxes and drives.
A confidential channel to the parties
Complainants, respondents and representatives exchange documents and follow their own matter through a portal, which keeps a personnel file out of forwarded email threads.
Questions we get
What is HR case management software?
It runs employee relations matters as cases: complaints, grievances, EEO matters and workplace investigations, each with its own steps, deadlines and access rules. Employee relations case management runs as a department of its own, configured by HR and visible only to the people HR names.
Can employee cases be kept separate from student cases?
Yes. HR is its own department with its own case types, forms and permissions, so employee files are visible to the HR team rather than to everyone with a login.
Can we build our grievance steps and their deadlines?
Yes. Each department builds its own stages and tasks in a setup wizard, so contractual steps and timelines can be built as part of the workflow.
What about a case involving both a student and an employee?
Cases can be connected while keeping each record where it belongs, so a student's complaint and the employee matter are both complete.
How long can records be kept?
Cases keep their full history with dates, so records can be retained as long as your policy, bargaining agreements and federal rules require.
Can an investigation be kept from the employee's own supervisor?
Yes. Access is per case, so the people in the reporting line can be excluded where that is the right call. Every attempt to view is logged either way.
Can employees report anonymously?
Yes, where you choose to allow it. Anonymous intake can be enabled per form, and the case still carries a route for follow-up questions.
Can records be held when a charge is filed?
Yes. A case and its related records can be placed on hold so normal disposal does not apply while a matter is live.
Does it handle union grievance steps with their own deadlines?
Yes. Contractual steps become stages with their own time limits, and work approaching a deadline shows up before it is missed rather than after.
Can we report on time-to-close by complaint type?
Yes. Volume, type and time-to-close come out of the cases themselves, which is usually what a board or a general counsel asks for first.
What happens to a case when the employee leaves?
It stays in the record. Departure is an outcome, not a reason for the file to disappear, and that matters if the matter resurfaces.
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See it on your own process
Thirty minutes, no slide deck. Bring the workflow that gives you the most trouble and we will build it on the call.
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