When confronted with allegations of discrimination or harassment, most companies become concerned. It’s understandable why this is the case; allegations like this can spark workplace conflict, government inquiries, and expensive legal fights. Mishandling a complaint, even unintentionally, has the potential to ruin a company.
Taking the complaint seriously and employing a methodical approach to resolving it might lessen the probability of legal action and boost relations between management and staff.
Obtain legal advice from a Paramus sexual harassment lawyer who is experienced in handling your specific case.
Try to retain an open attitude. Many companies refuse to believe that their employees are being subjected to discrimination or harassment. Therefore, they often disregard concerns without investigating since they quickly dismiss them as baseless. The risk of legal action increases dramatically if a complaint is not investigated. All complaints should be looked into. Don’t stop looking into it; don’t jump to any conclusions until you’ve done so.
Be understanding and respectful to the person who is complaining. It can be incredibly difficult for workers to come forward and report discrimination or harassment. They are weak and terrified. This can affect the quality of their work and prompt them to look for legal counsel. Be sympathetic if a worker complains of discrimination or harassment to you. If an employee sees that you’re on top of the situation, they’re less inclined to take their grievance to a government agency or to court.
Keep your gun away from the reporter. The fact that you have to address the possibility of discrimination and harassment in your workplace may make you want to lash out at the complaining worker.
Avoid taking revenge. Those who report unlawful discrimination or harassment should not be punished for doing so. Dismissal, reprimand, demotion, wage reduction, or the fear of such actions are the most visible kinds of retaliation.
Observe the norms that have been set. Adhere to any anti-discrimination and anti-harassment measures laid out in the company’s employee handbook or other written policies.
You might want to think about getting a professional investigator. Numerous private consulting firms and legal practices offer workplace investigations for a charge. If more than one worker has complained of harassment and the accused is in a position of authority at your company, you may want to seek outside assistance.
Do what needs to be done to punish the offender (s). Assuming you have collected all the data you can, it’s time to sit down and figure out what you think truly happened.