Audits include reviewing the company's Complaint Systems, random, but anonymous employee surveys, review of e-mails, employee evaluations, and the preparation of a "Bad Actor Profile." The Profile is a Granderson Group innovation. It is indisputable that claims are the result of Management's actions or failure to act which results in an adverse action, then a claim. There are factors that maverick managers or executives have in common. Over the years, we have been able to develop a profile of characteristics and tendencies and compare that profile to managers in various departments. As in criminal trials, a "Bad Actor Profile" can help to identify any potential liability.

Construction of an ADR infrastructure in order to resolve employment practice claims, customer complaints or business disputes.

Information-packed seminars designed to inform management about behavioral patterns (yelling at employees) and practices ( different standards for different employees) that may trigger complaints. The seminars include explanations of the law, as well as actual scenarios, management's responses, and the consequences thereof. As a supplement to the seminars, manuals and employee-evaluation standards can also be reviewed.

Mediation is the confidential process by which the parties present their respective positions to the mediator, the third party neutral. The goal of mediation is not to determine culpability, but to facilitate communication and resolve the dispute in a manner agreeable to both parties. An effective mediator's job is to facilitate resolution by identifying the strengths and weaknesses of the parties' arguments by the use of juror-perspective questioning, e.g. 'how do you think a jury would interpret your use of the "N" word? If an agreement is reached, the terms and conditions are memorialized and signed by both parties, thus binding both parties. It has proven to be an effective dispute resolution tool.

Arbitration is, in short, a mini-trial. Facts are presented to the arbitrator (in many contexts there is a 3 person panel) who evaluates the information and determines fault and ultimately makes an award of damages. It is recommended that both of the aforementioned Alternative Dispute Resolution methods be used collectively, i.e. mediation as a first step, if unsuccessful, then arbitration.

These seminars are designed for Colleges and Universities, as well as Civic Groups, Professional Associations, and individuals who seek information about these issues. For Colleges and Universities, it provides a marketing and competitive edge by providing practical information for its graduating classes that is not provided at other institutions.

This is a course specifically for the professional/college athlete on how to successfully handle social and professional situations which may lead to prosecutions or civil suits. The course includes a presentation of an overview of the laws, strategies for recognizing compromising situations and understanding the consequences thereof. The presentation includes a doctrinal presentation, role plays, and written concept quizzes on fact based scenarios.