There are times when a supervisor and a subordinate simply can’t get along. Seldom does such a contentious relationship end well.
But just because a supervisor is harsh, unkind or even demeaning and condescending toward her subordinate doesn’t mean discrimination is a factor.
It’s important for HR to distinguish between a personality conflict and discrimination. The former is cause for concern because it is disruptive and counterproductive. But the latter must be dealt with immediately and firmly—because it’s illegal.
Take seriously every employee complaint and investigate. Ask yourself: Is the supervisor having trouble with one subordinate or several? If just one, discrimination may be an underlying motivation. But if several subordinates belonging to different protected classes complain, you probably have an equal-opportunityon your hands.
Come up with a solution based on the underlying motivation for the b...(register to read more)
- Document business realities, performance criteria that led to job-cutting decisions
- 6th Circuit rules: Association discrimination now illegal in Ohio
- Beware new legal threat of accepting 'walk-in' applicants
- Spot supervisors' hidden bias by monitoring daily stream of info flowing into HR
- Take a proactive approach to prevent workplace violence