Executive misconduct costs organizations an average of $900,000 a year: more than six times the cost of manager misbehavior. Harassment and other gender-related misconduct lead the list. So, what do you do?
- Set up a protocol ahead of time. Confirm with the boss that, if anything comes to your attention, you’ll take it to HR.
- Reassure your people that, if anyone brings you an allegation, you will take it seriously. Remind them that, during the investigation, you’ll keep the matter in confidence and expect them to do the same. Assure them that your organization will not tolerate retaliation.
- Decide whether and when to confront the exec. If the allegation involves one of your people, you and HR may have to approach the boss right away. This approach may help him save face while ending the problem.
- Prepare yourself for chilly relations with the CEO. Say goodbye to business dinners and hockey tickets.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Goldsboro builder settles bias case with Adventists
- Despite EPA's gender-equity requirements, you do have discretion to set wide salary
- Don't oversell job openings; you'll risk a fraud lawsuit
- Watch wiretap law when listening in on disciplinary meetings