Employers can get into legal trouble if retaliation is a problem within their company. Fortunately, it is possible to limit this type of risk by creating a clear company culture that discourages underhanded employment actions and provides a process in case these unfortunate and costly events occur.
Even small steps can improve company culture, and formal process provide guidance on how to prevent or respond to retaliatory behavior. It is not just about the bottom line. Happier employees are more secure and, typically, more productive too.
Three human resources essentials
- Train management carefully
Thorough training is vital for limiting employment issues like retaliation. Instill ethical values from the top down. This means supervisors and those working with human resources must know how to handle disciplinary matters correctly, in accordance with the law.
- Have a comprehensive employment manual
Having all employment policies in writing can help to thwart claims of retaliation as long as they are consistently applied with all employees. Being able to show that a company handles all matters in accordance with established policies can poke a hole in a retaliation claim.
- Keep detailed employee records
One of the most important ways to protect a company is by keeping detailed employment records, including performance reviews. This is especially true if disciplinary action occurs. Having a record of the issue is critical.
Success hinges on reputation
Sustained success is not just about the customers. Employees and business partners play a key role in reputation. Allegations of wrongdoing often lead to expensive legal measures and damage within the community, even when false. Establishing a code of conduct and keeping comprehensive records reduces this risk.
While it is impossible to predict every challenge that a business will face, it is possible to install safeguards against known risks. Careful preparation can reduce future litigation costs.
