Want to Reduce Workplace Liability (And Be A Better Manager)? 5 Easy Steps

 EEOC released its year-end statistics for claims filed.  The bad news for employers is that claims have increased (surprise!!).  The good news is that avoiding claims and minimizing internal and external employee complaints is relatively simple and pretty straight-forward.  So let’s get started!  Here are my Fast Five:

1. Keep informed of relevant federal, state and local workplace laws and regulations (including regulations on harassment and retaliation, discrimination, and compensation); 
2. Maintain, update and distribute written policies on hiring, workplace behavior, time off, benefits, and termination;
3. Establish and communicate a confidential complaint procedure including designating an HR rep or other trained designee to assist with this procedure;
4. Conduct periodic training sessions for both managers and employees so that they are aware of workplace discrimination issues as well as conduct and language that might be considered inappropriate/unlawful;
5. Maintain up-to-date records for all employees, documenting performance evaluations, discipline, changes in compensation, attendance and other workplace events or changes.

This list is not exhaustive - but this fast five is a start.  If you're doing these things, you're in pretty good shape and have a solid foundation.  If you're doing some of the five - you're moving in the right direction, just keep going.  You'll notice that there are common threads with these steps - Document and Communicate.  In my experience, the best managers, not just the managers that avoid lawsuits, are managers that engage their workforce.  Communication is key: when employees know what is expected of them, they tend to work more effectively.  Having written policies, documents not only what the laws are, but also reinforces the communicated expectations.

If you have any questions or need help with any of these or other workplace issues, contact me or visit my website.