You need clear lines of communication so employees can complain about workplace problems. That can protect you if an employee quits because of alleged harassment and then applies for unemployment benefits. He won’t be eligible if he never gives you a chance to fix the problem.
Not using the company complaint process pretty much means the employee didn’t give his employer a chance, blocking benefits.
Recent case: Abdoulie quit his job as a commercial designer. When hired, he received a handbook that invited workplace complaints. Abdoulie emailed his resignation, citing his supervisor’s “foul” language and “childish tantrums.” Then he applied for unemployment.
The company said it would have fixed the problems if had he complained. The court said he wasn’t eligible for benefits since he never gave the company a chance. (Manneh v. California Unemployment Insurance Appeals Board, No. A140729, Court of Appeals of California, 2014)