Among the many hassles of being sued is the simple fact that once a lawsuit is filed, it’s hard to stop. It can take years, costing employers tens (or hundreds) of thousands of dollars and countless staff hours before it is finally dismissed.
And if a discrimination case, for example, ends up before a jury, all bets on the outcome are off.
That’s why employers are far better off making sure no employee ever finds grounds to bring a lawsuit in the first place.
While you can’t prevent every possible discrimination complaint, you do have control over cases charging retaliation. In fact, such cases are relatively easy to prevent—if HR gets proactive as soon as it has any inkling that an employee feels discriminated against and complains.
Here’s how: Start by immediately investigating the complaint and instructing everyone involved at every level that there must be no retaliation. Then explain that retaliation means anything that...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- 4 key trends transforming employee assistance programs
- Posting openings, tracking all applications discourage frivolous discrimination lawsuits
- Hoboken settles case alleging white supremacist police boss
- Don't leave yourself open to retaliation claims: Enforce work rules equitably for all employees