As an employer, it is inevitable that you will occasionally have to deal with employee disputes. While these disputes are probably impossible to avoid completely, it is possible to deal with them in an effective and successful way if you have the right mindset and procedures in place.
There are very compressive protections in place for people who have made a complaint in the workplace. However, while retaliation after a complaint made in the workplace is always unlawful, this does not mean that there are not lawful and completely legitimate reasons to penalize an employee during this post-complaint period.
Justifying the reasons for disciplining an employee
During this sensitive post-complaint period, it is important that all penalization and discipline regarding an employee is justifies and documented. This will mean that if an employee does accuse you of retaliation, you have documentation to show exactly why there was a demotion, firing or disciplinary action.
Defending your company through showing the processes in place
Another way to defend yourself from a retaliation claim can be through showing all of the processes and training in place. If you can show that you have adequately trained all of your employers on retaliation and lawful disciplinary action, as well as all the steps that a manager must go through before taking disciplinary action, it is likely that you will be able to defend the actions of the company and show that retaliation was not present.
If your company has been accused of retaliation by a disgruntled employee in the state of Pennsylvania, it is important that you take swift action to protect your company.