Make sure everyone on your HR staff knows about every disciplinary action. Track who is disciplined and for what reasons. Use that data to do a self-audit. You’re looking to see whether members of a protected class are being punished more severely than others.
If there are no differences, any frivolous claims will be dismissed.
Recent case: When two black employees sued, claiming they had been unfairly punished because of their race, their employer was ready with facts to counter their charges.
When the employees alleged that blacks were disciplined more frequently than whites, they relied on a very small sample of employees. Their employer showed that their figures were wrong. It also countered that the two had been fired for and (such as sleeping on the job). The court tossed out the case. (Smith, Piquet v. New Venture Gear, No. 07-4821, 2nd Cir., 2009)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/9139/track-discipline-to-counter-claims-of-discrimination "