Investigate the Problem

  A simple “yes, I hear you” is usually not enough in these cases, however. When receiving a formal complaint from a staff member you are legally obligated to investigate and address the issue in a timely manner.   Take all facts and documentation into account and address all involved parties and potential witnesses in order to get various accounts of the incident or specific issue. Gather as much information as you can, and focus on facts over emotional responses as far as possible.