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How to Handle Discrimination Claims
Written by: Donna FlaggArticle Overview: The key to handling discrimination claims is knowing what to do BEFORE it goes to court.
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How to Handle Discrimination Claims
Say an employee were to make a claim of discrimination against your company. What would you do?
Well, the way you handle it has everything to do with the way you will be treated by a judge or a jury should it go that far. And it could mean the difference between a long drawn out battle involving untold sums of money or a verdict that sends your employee riding off into the sunset because his or her claim is found to have no merit.
Here are a few simple steps you can take to position yourself and your organization for “best case scenario” in the eyes of the court.
1. Investigate immediately. This is the single most important thing you can do. If it appears as though you ignored the alert, you will look far more guilty than if you had taken the claim seriously along with whatever steps were necessary to correct it without delay.
2. Collect data and document whatever actions have been taken. It will be important to show the judge your records of the people with whom you spoke along with dates and outcomes of each meeting.
3. Take action if necessary should the findings indicate that indeed an offense had occurred. This can be anything from a conversation, to a warning, to a dismissal.
4. Follow up with the employee who made the claim and post him or her on the outcome of your investigative efforts, being sure that it is clear that you looked into the matter, have determined “X” and that “Y” measures have been taken.
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Article Tags: best case scenario, collect data, discrimination, investigative efforts, measures, simple steps, single most important thing, sums of money, sunset
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About the Author: Donna Flagg RSS for Donna's articles - Visit Donna's website  Donna Flagg spent over 15 years in business before founding The Krysalis Group, a consulting firm specializing in management, marketing, training and sales and their respective relationships to business results. Her management career began in sales at CHANEL, and before branching out on her own, she spearheaded a new training function within the Investment Banking Division at Goldman Sachs. After earning a BA from Rutgers University and gaining experience on the front lines of Corporate America, Donna went on to attend New York University's Graduate School of Education where she obtained a master's degree in Organizational Development and Human Resource Management, and a post graduate degree in Business Education. She has also been a speaker at City University of New York (CUNY) and New York University through Stern Business School and Delta Pi Epsilon, a national honorary professional graduate society in business education and training. In addition, she speaks at various conferences including those conducted by The Business Leadership Network and The Conference Board, where she was also on the advisory committee for the Enterprise Learning Strategies Conference. For her communications expertise, Donna was invited to be a host at the Liz Claiborne Leadership Offsite to discuss branding during their "Progressive Dinner" event and more recently, a speaker at the Inc. Leadership Conference in Dallas, TX. Donna is the author of Surviving Dreaded Conversations and is blogger on Pyschology Today and The Huffington Post. She is frequently featured in the press for her workplace expertise in outlets including CNBC, the New York Times, WOR, and XM Satellite Radio. Donna currently sits on the Board of Directors of the Randy Foye Foundation where she actively participates in its mission to assist children and families in Newark, NJ. Click here to visit Donna's website   How and When to Use Exit Interviews Social Media Management in the Workplace Humor at Work Employee Warnings One Strike and Youre Out Employee Benefits A New Perk for the Broken Hearted |
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