Sometimes, employers don’t learn about alleged discrimination or harassment until an employee brings up the claim when facing discharge for other reasons. If that happens, how should you respond?
You don’t have to stop the pending discharge or discipline. But you should investigate the claim, just as you would any other employee’s complaint. Follow your existing policy and conduct an investigation. If you conclude the claim can’t be substantiated, proceed as planned with the termination.
However, if you believe the claim is valid and may have influenced the pending discharge, you may want to reconsider.
For example, if the worker earned poor reviews because he wouldn’t submit to his supervisor’s advances, you should reassess the employee’s work with an independent evaluation.
Recent case: Oswald alleged that soon after he began working for the city of Norwalk, his supervisor, who is openly gay, began making sexual advances t...(register to read more)
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