Whether it’s intentional or not, some supervisors send unmistakable signals that their subordinates had better not take time off unless it’s absolutely necessary. That can mean trouble. Employees who are too scared to ask for leave may later turn around and sue, alleging a deliberate effort to discourage them from taking advantage of the FMLA.
Strategic human resource management is the end product of success in conduction workplace investigations, vendor management, human capital management, and more.
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Employees who experience retaliation after complaining about bias can sue and win, even if it turns out there was no basis for the original discrimination complaint. The retaliation doesn’t even have to be something serious such as a demotion or firing. It can be something as subtle as lost training opportunities.
Don’t assume that only men can be sexual harassers. If your investigation uncovers a female harasser, don’t hesitate to punish her appropriately. You can even fire her if the harassment was severe—even if you don’t fire male co-workers who might also have behaved inappropriately.
Courts increasingly insist that employees meet deadlines for filing EEOC or other discrimination complaints. The law allows employees just a short period of time to start the lawsuit process after an employer’s adverse decision. Smart employers have systems that precisely track internal complaints. With those in place, employers can more easily argue that the employee waited too long to sue.