You must occasionally talk tough to employees who underperform, act unruly or act in other ways that can hurt the organization. But how can you be forceful without unintentionally using insensitive speech that invites a harassment complaint or, even worse, a lawsuit?
It's more important than ever for you to walk that fine line. Why? It's not just a "politically correct" issue. Employee lawsuits relating to harassment and discrimination have risen dramatically in recent years. Allegations of sexual harassment, gender-related claims and race bias account for more than two-thirds of all EEOC complaints.
The law: Federal law (Title VII of the Civil Rights Act) prohibits harassment on the basis of an employee's race, color, sex, religion, age, national origin or disability. (For details, see www.eeoc.gov.) Several states also establish their own anti-harassment laws.
Use the following five common-sense tips to draw a ...(register to read more)
- Beware suspicious timing when taking action against employee undergoing medical treatment
- Survival-mode comp strategies could be good for business
- Consult attorney to prep for unemployment comp hearing
- If possible, have the manager who hired the employee also do the firing
- Toughen violence policy to avoid liability