The HR Specialist: North Carolina Employment Law

Don’t let down your guard just because an employee’s discrimination complaint lacks merit. He could still have a legitimate retaliation claim. Simply put, if a supervisor punishes an employee after he complains about discrimination, you can still be found liable even if there was no discrimination in the first place.

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If you want a job, you have to apply for it. If you want a promotion, you have to apply for it. If you want to sue an employer for discrimination in hiring or promotions, you probably should have applied, too, right?

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Some employees expect the workplace to be a perfect place, free of all strife and disharmony. Too bad that’s an unrealistic standard. Employees have to develop some degree of tolerance for slights and inconveniences. And even if callous supervisors and co-workers treat sensitive souls badly, that doesn’t mean discrimination is to blame.

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It would be naïve to think your organization’s supervisors would never sexually harass subordinates. Here’s what to do when an em­­ployee complains she’s being sexually har­­­­assed. Make sure you investigate thoroughly. Don’t approve any discipline recommended by the same supervisor until you have had a chance to verify or disprove the allegations.

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Some employees seem to believe that any complaint they make about their employer is protected activity. Thus, they may assume that any punishment they experience is retaliation worthy of a lawsuit. Fortunately, that’s not necessarily true.

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Access Services, a Charlotte-based janitorial services company, must ex­­plain to a judge why it failed to make court-ordered payments after it settled an EEOC discrimination lawsuit brought by a former employee.

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