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Discipline / Investigations

Following baseless complaint, ensure later discipline is legit

01/01/2008

Sometimes employees who know they are in trouble at work will try to set up lawsuits. That way, they reason, if they get fired, they can sue for “retaliation.” It’s up to HR to ferret out such sneaky tricks and prevent those lawsuits. The best way is to make absolutely sure that you can justify any eventual discipline …

Evenly enforce zero-Tolerance rule against threats

01/01/2008

You’ll never be able to completely eliminate romantic involvement between co-workers, but you can and should take steps to ensure peaceful coexistence in the workplace once a relationship ends. Just make sure you enforce the rules evenhandedly against both males and females …

Any negative comments about work injury may lead to lawsuit

01/01/2008

It’s frustrating when an employee you don’t think is seriously injured files a workers’ compensation claim, especially months after the alleged injury. However, you must resist the temptation to react negatively—for example, by bad-mouthing the employee …

Following harassment complaint, changing supervisors can cut liability

01/01/2008

While no employer should condone any form of workplace harassment, it isn’t always necessary to terminate the alleged harasser. After all, sometimes it may be a matter of “he said/she said,” making it tough to sort out what really happened. That’s likely if there are no witnesses. In those cases, the best move may be to separate the parties …

FBI says Atlanta police failed to pursue child pornographer

01/01/2008

The FBI has charged Terrill Crane, the husband of Atlanta police sergeant Tanya Crane, with paying more than a dozen underage girls to have sex with him. Worse, the FBI says it has evidence that the Atlanta Police Department first learned about the alleged crimes seven years ago …

Internal thefts and background checks: What if employees withhold consent?

01/01/2008

Q. We are getting ready to conduct an internal investigation into a series of thefts that have occurred within one of our offices. We would like to obtain background checks from some of the suspected employees, but are concerned that they may refuse to execute the necessary consent forms. Can we require them to do so? — A.K. …

End of harassment investigation triggers filing period

01/01/2008

When it comes to filing a sexual harassment claim under California’s Fair Employment and Housing Act, employees have just one year from the date of the alleged sexual harassment to file a complaint. Missing that deadline bars the employee from suing. But sexual harassment rarely occurs in a vacuum, and there’s rarely just one incident …

Caught on camera! Public employers can snoop on employees during fraud probes

01/01/2008

California has a tough statute that protects celebrities against the paparazzi. But California law doesn’t necessarily shield the privacy of public employees. Government agencies can order and conduct intrusive investigations if they suspect public employees are committing workers’ comp and benefits fraud …

Independent investigation doesn’t have to be perfect

01/01/2008

If you receive a discrimination complaint, conduct a prompt and thorough investigation. Then have an independent party decide on any discipline. If the investigation was independent and the decision-maker was not the same person who allegedly discriminated against the employee, it won’t matter if the decision-maker was wrong—just that he or she believed the reason was genuine …

Check yourself: Can you show equal treatment at discipline time?

01/01/2008

There’s an easy way to avoid losing a discrimination lawsuit stemming from disciplining an employee who breaks company rules: Make absolutely certain you discipline fairly and evenhandedly, meting out punishment regardless of race, sex, nationality or other protected characteristics. Conduct regular audits of all disciplinary actions to make certain no one gets a free pass …