It is unfortunate but discrimination does and will continue to happen in the workplace causing some very good employees to seek relief in the form of quitting, filing legal action, or both. If we are responsible for any number of employees it is our legal responsibility to protect them from any form of unequal treatment based on an employee's gender, sexual orientation, race, national origin, religion, age, disability, being pregnant, regardless of our personal beliefs. Not protecting an employee from any form of discrimination could cost your company an enormous amount of money.
Discrimination is not always a supervisor treating someone in one of the protected classes listed above in an insensitive, brutal, or unprofessional way. The truth is that the victim is generally the only one that notices while everyone else stands by oblivious to what is happening. One way it could happen is that your supervisor may allow someone to tell a joke about someone being "Blonde" during your daily staff meeting. Then there may be those times that the supervisor permits a birthday cake to be given to an older person that is recommending retirement. Although it may appear to be harmless and everyone laughs, these actions may be the start of an eventual problem.
Education is the best method of discouraging anyone from engaging in any form of disparate treatment against anyone based on a protected class they fall in to. Starting with the very first day of employment a new employee should receive information and training on the subject. First and foremost they should be instructed that this type of behavior will not be tolerated and what the consequences are if it does occurs. In addition, some type of annual training should be conducted and documented as well.
Preparing and issuing an employee handbook that covers in detail your discrimination policy on anyone within any protected class is a very good starting point to insure your staff is informed. In fact, all of your employment policies should become a part of your employee handbook and not just one on discrimination. Make sure that every new and existing employee has a copy and signs for your handbook.
It is very common for an employee that feels they are being unfairly treated because of their protected class to generate a legal claim. Therefore, it could become troublesome for your business if you hire only those applicants under forty, and an older employee is passed over for a training opportunity. Having said this it is so crucial for you to make sure you document every one of these types of decision in the event someone does file a claim.
As business owners our primary concern is for doing whatever it takes to help our business succeed and that always means doing the right thing. But, since this law is written so that a supervisor or business owner is held accountable for things they know, as well as things they should have known, it makes it very difficult. Hence, making sure that you are aware of what is going on in your workplace should be your top priority. It would be to your advantage to get out from behind your desk and see what is going on. Check out anything that may not seem just right. The bottom line is that your company is looking to you to protect them.
Discrimination is not always a supervisor treating someone in one of the protected classes listed above in an insensitive, brutal, or unprofessional way. The truth is that the victim is generally the only one that notices while everyone else stands by oblivious to what is happening. One way it could happen is that your supervisor may allow someone to tell a joke about someone being "Blonde" during your daily staff meeting. Then there may be those times that the supervisor permits a birthday cake to be given to an older person that is recommending retirement. Although it may appear to be harmless and everyone laughs, these actions may be the start of an eventual problem.
Education is the best method of discouraging anyone from engaging in any form of disparate treatment against anyone based on a protected class they fall in to. Starting with the very first day of employment a new employee should receive information and training on the subject. First and foremost they should be instructed that this type of behavior will not be tolerated and what the consequences are if it does occurs. In addition, some type of annual training should be conducted and documented as well.
Preparing and issuing an employee handbook that covers in detail your discrimination policy on anyone within any protected class is a very good starting point to insure your staff is informed. In fact, all of your employment policies should become a part of your employee handbook and not just one on discrimination. Make sure that every new and existing employee has a copy and signs for your handbook.
It is very common for an employee that feels they are being unfairly treated because of their protected class to generate a legal claim. Therefore, it could become troublesome for your business if you hire only those applicants under forty, and an older employee is passed over for a training opportunity. Having said this it is so crucial for you to make sure you document every one of these types of decision in the event someone does file a claim.
As business owners our primary concern is for doing whatever it takes to help our business succeed and that always means doing the right thing. But, since this law is written so that a supervisor or business owner is held accountable for things they know, as well as things they should have known, it makes it very difficult. Hence, making sure that you are aware of what is going on in your workplace should be your top priority. It would be to your advantage to get out from behind your desk and see what is going on. Check out anything that may not seem just right. The bottom line is that your company is looking to you to protect them.
About the Author:
To learn more about discrimination law , please visit Greg's website www.leadership-skills-for-life.com. In addition, you can find many articles on discrimination.
Aucun commentaire:
Enregistrer un commentaire