Of course you have an anti-discrimination and anti-harassment policy. You make sure employees know about it. You even make it easy for employees to use the policy by providing clear instructions on where to go with a complaint and what to expect when they do.
But all that can be for naught if you’re unable to track those complaints—maybe because voice mail or email messages got deleted or notes of your conversations with complainants or witnesses went missing.
Unfortunately, failing to accurately and completely track every complaint could mean all your anti-discrimination and anti-harassment efforts will backfire if the case winds up in court.
Here’s how that might happen: An employee has been through your disciplinary process. It has become obvious that if she doesn’t change her behavior and performance, she’ll be fired. When you finally let her go, she sues, alleging retaliation. She’ll claim she complained many times abo...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- When you learn of possible harassment, investigate promptly, take fast action
- Employee making threats? Know how to legally handle explosive situation
- EEOC dishes up harassment lawsuit to Turkey Hill
- Stubble trouble: Can you fire unshaven employees?