Many things can lead to an employer facing litigation. One option that you have to combat some of these is to have the rules and guidelines for the company spelled out clearly in a handbook. This gives employees a look at what's allowed and what isn't. From there, you can fine tune the specifics of the handbook so that it meets the needs of all employees.
Employers have a duty to investigate any claims that employees make regarding sexual harassment. When an employee approaches their manager, supervisor or any other company representative with a complaint of sexual harassment, swift action is necessary. The reaction of your management team to these complaints can impact how the complainant reacts.
One thing that you should remember as an employer is that everything related to your employees' performance needs to be documented. This includes any discussions or other actions based on performance issues. Keeping this documentation can help you address any claims that are made against your company that are related to adverse employment actions.
As an employer, you are expected to know about a host of employment laws. One that you might not be too familiar with is the reasonable accommodation law for people who have disabilities. In the simplest of terms, you have to provide employees who are disabled with special accommodations unless doing to so would present an undue hardship to your company.
When a complaint is made to the Equal Employment Opportunity Commission (EEOC) against your company, you will need to defend against that charge. You will receive notification within 10 days of the complaint being made. Remember that this is nothing more than notification that there are allegations against you. It doesn't mean that you have been found guilty, so you should start to find ways to defend against the accusations.
Employers have to be sure that they are in compliance with various laws as they go about their normal work activities. One of the things they need to do is to ensure that they are providing reasonable accommodations to workers who have disabilities. The standard for this is set forth by the Americans with Disabilities Act (ADA), but the terms of the accommodations vary from one situation to another.
Businesses must ensure that they are compliant with the Americans with Disabilities Act. This might not always be an easy feat, but doing this can help you to prevent lawsuits and other negative actions against your company. You might think that your small business might not ever come into contact with a person who will ask that you comply with the ADA; however, around 20 percent of the adults in this country have a disability.
Employers have to protect their workers and their company. This can sometimes be a difficult line to walk because what is best for the company might not be best for the workers, and what is best for the workers might not be best for the business. When either of these occur, you have to make decisions based on the current facts. If there are negative employment factors that are coming into the picture, you have to be prepared to protect the business from claims that you violated employment laws.
It is up to employers to ensure that their employees don't have to deal with discrimination of any sort. When there are claims of discrimination, they have to be handled immediately or they can spiral out of control. One of the most effective ways to ensure that your company is protected is to set very strict standards regarding discrimination.
We recently discussed some of the things that you need to include when you are coming up with an employment contract. These points can help save your company from litigation if something happens and the other person doesn't abide by the terms of the contract. It also protects you if there is a valid reason for you to cancel the contract. We know that this might not be easy to think about, so we are here to work on your behalf to determine what options you have to protect your business' interests.