Adopting a strong policy against discrimination and illegal harassment (including sexual harassment) in the workplace, and if a complaint is received, conducting a full, prompt and impartial investigation, are critical to your company, its risk management and the well-being of all of your employees (temporary and permanent staff).
If an employee feels that he or she has been treated fairly and impartially and protected from discrimination and illegal harassment, he or she oftentimes will not feel the need to bring in the assistance of the Equal Employment Opportunity Commission or another agency. If the individual indicates that he or she intends to seek the assistance of an outside agency, it is important that you do not penalize or threaten to penalize him/her as doing so could result in a retaliation claim.
Click here to view the full article.
Originally published in Staffing Industry Review
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.
We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.