Sometimes, a problem employee claims harassment as a way to protect herself from legitimate discipline. When that happens, it may be tempting to ignore such claims on the presumption they are bogus. It may be tempting to dismiss her complaints as much ado about nothing.
But you’ll ignore her at your own peril. The fact is, even if a court says your discharge was for legitimate work problems, that doesn’t mean she can’t sue for harassment if her allegations were in fact true and you did nothing (or not enough) to investigate, fix or prevent further problems.
That’s why it’s essential for HR to thoroughly investigate all harassment and discrimination claims and act on them if appropriate, regardless of the source of the complaint.
Recent case: Laila Elmiry had a bright career for her first few years with Wachovia, receiving several promotions and positive reviews. But after Sept. 11, 2001, Elmiry, who emigrated from Egypt,...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Small business? Use tax credit to help pay for insurance
- New USERRA poster released, but replacing your old poster isn't required
- When worried about religious accommodation, keep lines of communication open
- Are we in trouble? We just demanded that one of our employees lose weight