How to Handle Discrimination Claims
How to Handle Discrimination Claims
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.
How to Handle Discrimination Claims - To learn more about this author, visit Donna Flagg's Website.
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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.
How to Handle Discrimination Claims - To learn more about this author, visit Donna Flagg's Website.
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