As more workers are let go in corporate layoffs and cutbacks, many disgruntled workers are taking legal action out of desperation. Age and sex discrimination allegations are rising as workers claim they have been unfairly or improperly dismissed. Class actions and individual claims are both increasing at alarming rates.
At a time when budgets are tight, resources are limited, and insurance rates are rising, organizations cannot afford to ignore employment requirements or be vulnerable to expensive fines and lawsuits.
- Has your organization implemented effective unlawful discrimination and harassment policies?
- Have all personnel received training regarding discrimination and harassment policies? Is this training updated on an ongoing basis?
- Do you have audit-ready and legal-ready documentation to prove your employees have received training and have acknowledged their understanding of individual roles and responsibilities?
- Do your employees sign-off and acknowledge organizational policies on an annual basis?
- Does your organization have adequate procedures in place to ensure accurate hiring procedures?
- Does your organization have an effective Incident Reporting program in place?
- Do all employees understand how and when to report an incident?
- Have you designated officials to oversee all discrimination reports to ensure they are properly documented and reported on an ongoing basis?
- Have you reviewed your institution’s policies, procedures and practices regarding employment requirements (FMLA, OSHA, HIPAA, etc.)?
Lessons Learned show that managers need implementation tools to ensure compliance requirements are met ongoing to prevent increasing employment lawsuits. It is critical that organizations implement lessons learned and ensure that all personnel understand their employment responsibilities regarding discrimination and harassment.
What is your organization doing to implement lessons learned and improve legal due diligence, documentation and reporting efforts?
