No, not if the book is wrong obviously . In this interview case, however, you’d want to be pretty specific about where you thought those flaws might be and suggest ways to make it even better.

By “the book” I meant a well thought out process that follows the law, protects parties in a dispute, prevents retaliation, encourages reporting, and is well documented and understood. I’m probably missing a bunch of other best practices - not a certified HR Specialist.

My only aim here was to distinguish between disputes that arise in politically charged areas vs. the handling of those disputes which, I would argue should not be charged at all but rather an efficient run-through of a dispute process that “works”.