Should a supervisor invite and welcome with open arms every imaginable employee complaint under the sun?
Most supervisors would tell you that that they don’t have time for ‘hand-holding.’ Even so, supervisors today should be mindful of how important it is to avoid unlawful retaliation against a complaining employee, or applicant for that matter. As explained in another HRTools.com Insight, retaliation charges are now tied with race discrimination as the most common charge filed with the EEOC. (Note: “Retaliation means any adverse action that you or someone who works for you takes against an employee because he or she complained about harassment or discrimination,” according to NOLO, a provider of online legal services to businesses.) Perhaps just as sobering: The median award for all types of U.S. employment-related claims rose 60 percent in 2008, from $204,000 to $326,640, and discrimination verdicts rose 16 percent, from $208,000 to $241,119, according to a recently released study. According to Employment Practice Liability: Jury Award Trends and Statistics 2009 Edition, a report publis
Related Questions
- What determines whether Internal Affairs or the employees immediate supervisor investigates my complaint?
- Should a supervisor invite and welcome with open arms every imaginable employee complaint under the sun?
- What can happen if a supervisor does not take the employee’s complaint of harassment seriously?
