You may think you have a great training program that helps good employees acquire new skills and then promotes the best ones.
But it takes just one rogue supervisor to sink the best training if you don’t have checks and balances to make sure it is being used appropriately. And if that supervisor happens to discriminate against members of a protected class, not only won’t you be promoting the best and the most promising, you will also be courting a discrimination lawsuit.
The best approach: Perform an internal audit. Identify all potential workers eligible for training and promotion. Are a disproportionate number of a particular group getting training and promotion opportunities when you take into account that group’s proportion of the workforce?
Recent case: A group of black employees at a sugar processor’s packaging department sued, alleging they had been denied training and promotions because of their race. They claimed...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 'Racist' not a protected class under Title VII
- Appeals court: No second chance to appeal lower court's decision on retaliation damages
- Even if not job-related, consider granting easy disability accommodations
- Firing? Back with complete discipline records