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The document titled 'Complaint to Human Resources' is a formal complaint letter addressed to the Human Resources department of a company. The document is used to report an instance of discrimination by a specific individual, referred to as the 'discriminator'. The detailed description of the document highlights the importance of addressing the issue of discrimination in the workplace and seeks resolution through HR mediation.
The entire document consists of several sections that provide a comprehensive account of the discriminatory behavior experienced by the complainant. It begins with an introduction that states the purpose of the letter and identifies the discriminator. The complainant describes the facts and instances of discrimination they have faced since joining the company, including discriminatory comments and denial of professional growth opportunities. The complainant also mentions attempts to address the issue privately, but the discriminator's avoidant behavior and refusal to acknowledge their inappropriate conduct.
The document further explains the impact of the discrimination on the complainant, highlighting the negative effects on self-esteem, confidence, and overall work environment. It emphasizes that the discriminatory behavior is influencing promotion prospects and creating an unfair advantage for colleagues with similar qualifications but without the same discriminatory treatment. The complainant expresses the desire for the issue to be resolved promptly and requests HR assistance in mediating the matter. Supporting evidence is mentioned, including the willingness of a colleague to provide additional supporting evidence.
In conclusion, the document serves as a formal complaint against discrimination and seeks resolution through HR intervention. It provides a detailed account of the discriminatory behavior, its effects, and the desired outcome of the complaint process.
Guidance for using the 'Complaint to Human Resources' document:
1. Clearly state the facts: Begin the letter by clearly stating the facts of the discriminatory behavior experienced, including specific instances, dates, and any witnesses present.
2. Describe the impact: Explain how the discrimination has affected you personally, both professionally and emotionally. Highlight any negative consequences on your work performance and overall well-being.
3. Request HR mediation: Clearly express your desire for HR to assist in mediating the matter. Emphasize the need for a prompt resolution and a fair investigation into the complaint.
4. Provide supporting evidence: If available, include any supporting evidence such as emails, messages, or witness statements that can substantiate your claims.
5. Follow HR policies: Acknowledge that you understand the complaint will be handled according to the company's HR policy. Request acknowledgement of your complaint and ask for information on the steps that will be taken to address the matter.
6. Set a deadline: Specify a reasonable timeframe, such as seven days, for HR to respond to your complaint.
7. Maintain professionalism: Throughout the document, maintain a professional and respectful tone, focusing on the facts and the desired resolution.
8. Keep a copy: Make sure to keep a copy of the complaint for your records and future reference.
9. Seek legal advice if necessary: If the discriminatory behavior persists or the complaint process does not yield satisfactory results, consider seeking legal advice or exploring other avenues for resolution.
10. Follow up: If HR does not respond within the specified timeframe, follow up with a polite reminder or escalate the matter if necessary.