Q. Our company has been having financial difficulties and we have considered reorganizing for several months. Our chief operating officer has been charged with determining whether any of the current jobs can be eliminated. Recently, before any final reorganization decisions were made, an employee came forward claiming that the COO had been harassing her and had created a hostile work environment.
As the HR director, I immediately initiated an investigation. It revealed that the COO had made several unkind remarks to the complaining employee and other employees, but that the comments were not discriminatory or harassing in nature. I determined that the COO should work with an executive coach, and the company president and I issued a written warning to the COO about the importance of treating employees with respect.
Two weeks after the investigation concluded, the COO made final recommendations to the president about positio...(register to read more)
- Make sure post-firing documentation doesn't pile on extra reasons for termination
- Curiosity about co-worker's accommodation not harassment
- Just got served with court papers? It's OK to impose already-Planned discipline
- Act fast on word of supervisor harassment
- When employee's partner has difficult pregnancy, be prepared to offer ADA accommodations