Speak up about anti-bias laws — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
Don’t assume that just because you have a written anti-bias policy, you’re safe from legal trouble. Your firm must also have an aggressive education program. That’s the message from a federal appeals court ruling last month against Wal-Mart, which said a company must do both to ward off punitive damages for vicarious liability. The case: Wal-Mart fired a hearing-impaired worker, then rehired him. The EEOC sued on his behalf. The company claimed it had demonstrated good faith with its written equality policy. But the court said Wal-Mart must also teach its employees about the Americans with Disabilities Act. (EEOC v. Wal-Mart, 10th Cir., No. 98-2015, 1999)
In most cases, workplace bullying is subtle and difficult to recognize. To deal with these issues effectively, managers must first differentiate true bullying from lesser forms of workplace aggravation. They should also recognize that bullying is a game that requires two players: dominators aggressively attempt to intimidate, while victims meekly comply....Click here to find out more.