Retaliation has been the number one filed EEOC complaint now since 2010, surpass

Question

Retaliation has been the number one filed EEOC complaint now since 2010, surpassing racial and sexual harassment and discrimination for the first time then, and since then. Often, disciplinary actions result in EEOC filings. Discipline is an area of Human Resources that can certainly create the potential for legal liability for employers. What are some good guidelines to follow? What are some pitfalls to avoid? How might valid policies be structured and investigations be handled to ensure that retaliation complaints do not result from disciplinary actions?

Explanation / Answer

Every company’s main aim to provide ethical and health work environments along with that it has to provide the equal employment opportunity. In order maintain that industries follow and prepare the company’s rules and regulations for both employees and employers to follow strictly on that to ensure the safety and security of every individual. There are so many issues identified at work place as different people are working at the same place have a different opinions and different mind sets through which few issues related to race ,sex ,age, gender, color, identity and harassment etc issues. Which needs to be address by the organization smoothly in order to carry its operations smoothly?

The Equal employment opportunity commission (EEOC) main aim is to handle these complaints and concerns and solve them without any external issues which lead to loss of any resource for the company. Compared to previous ages the issues related to discrimination and sexual harassments are minimized in few companies. But still there are few issues related to retaliation are still filled in the organizations. There are so many reasons for these issues.

These issues are mainly related to human resource department and legal departments they will handle and monitor these cases and investigate based on the issue. These issues need to be investigated from both the sides and analyzed. These are considered as very sensitive issues needs to be handled carefully and confidentially. The EEOC is considered to be hard for the employers and there are legal risks in it. But still it cannot be neglected or ignored because it leads to big risk to the business.

WHAT ARE SOME GOOD GUIDELINES TO FOLLOW?

WHAT ARE SOME PITFALLS TO AVOID?

HOW MIGHT VALID POLICIES BE STRUCTURED AND INVESTIGATIONS BE HANDLED TO ENSURE THAT RETAILATION COMPLAINTS DO NOT RESULT FROM DISCIPLINARY ACTIONS?

Protect against retaliation. Provide clear and credible assurance to every employee that if employee provides information related to complaints the employer will protect employees from retaliation. Equal opportunity and training needs to be provided to all the employees. Needs to be given access to all employees to access work place networks. The best thing to follow EEOC complaints by record keeping and documenting the details. This will help in the investigating process and proper counsel needs to be taken and an expert is required to solve these issues. If an EEOC complaint is filled in any organization. The organization needs to take seriously to address. It should not neglect because it cost a lot to the organization. Investigation needs to be performed in such a way that it should not result in any disciplinary actions .Needs to be settled issue as soon as possible by any means.

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