How to Handle Disgruntled Employees

How to Handle Disgruntled Employees

How to Handle Disgruntled Employees

It is incredibly important that if an employee brings forward harassment complaints, or is disgruntled because of an issue related to a form of harassment, the employer works with an employment lawyer to take appropriate and constructive action. In order to prevent such occurrences, the employer should take steps such as writing, communicating, and training employees on the workplace policy on harassment.

If a disgruntled employee brings forward allegations of workplace harassment, it is imperative that the employer shows genuine interest in gathering details about the incident and creating a welcoming space for that employee to disclose information.

The best way to know how to handle a harassment allegation is to refer back to the employee handbook’s harassment policy. This written policy can not only offer preventative measures useful for mitigating a problem, but it will also outline how to move forward with allegations, although other steps can be followed as necessary. The policy will outline how an investigation into harassment can be initiated, the forms of privacy measures that can be taken, and the possible disciplinary actions. If an allegation leads to an investigation, the employer is advised to act as an ally, and launch an investigation according to their harassment policy guidelines. The employee should expect to receive an investigation that gathers all relevant information, conducts appropriate interviews, and respects their privacy.

The conclusions of the investigation must be revealed to the victim and the alleged harasser, and if required, the investigator must outline the disciplinary steps that will be taken. The harassment policy will dictate many of the aforementioned steps, and along with the California Fair Employment and Housing Act (FEHA), will offer remedies, actions, and protections for all those involved.

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