Construction Law

How to Protect Your Company From Discrimination Claims Part 2

One of the most important things that you can do for your company is protect it. You’ve worked hard to build it, marketing it, and hire the right personnel to support it. However, not every hire is a slam dunk. At times, changes and adjustments must be made to keep business running productively. Not everyone is going to agree with your actions, and unfortunately, some employees may question it to the point of filing a discrimination claim or complaint. Suddenly, your reputation is at stake and you were just trying to do what’s right for your company.

In this two-part series, our discrimination defense attorneys in Tampa are providing several tips to help you avoid a discrimination claim. You may visit the first part of this series for additional tips.

Train Your Managers

This training must be twofold. Initially, managers must be specifically trained to be impartial when it comes to decision-making. They must also be trained to make that impartiality as clear as possible. Additionally, when an employee does make a claim, managers must be trained in how to handle it. The natural response is to avoid the person making the claim, but that can be construed as discrimination as well.

Set The Tone With Zero Tolerance and Open-Door Policies

It’s advisable to be proactive and create both a zero tolerance policy towards discrimination in the workplace as well as an open-door policy. This lets employees know right away that discrimination will not be tolerated. They can take great comfort in this gesture. However, if you have these policies, it’s critical that you enforce them every time an incident occurs. If a discrimination claim is filed and it can be proven that you did not follow these policies, you could strengthen the employee’s claim against you.

To request a consultation with an experienced employment discrimination defense attorney in Tampa, please call us today at 813.579.3278 or submit our contact request form.

Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.