Handling employee complaints or claims on top of managing a business can be complex. However, employers often have the opportunity to mitigate the risk of employment disputes – and litigation – as long as they respond to employee complaints efficiently.
Failure to do so can be devastating to the business, and the prevailing trend appears to be that businesses are falling short.
EMPLOYEES REPORT INAPPROPRIATE RESPONSES TO COMPLAINTS
It seems that a large percentage of employees believe that their supervisors do not handle complaints or workplace conflicts properly. The study from the Chartered Institute of Personnel and Development (CIPD) found that:
- 24% of employees report that supervisors ignored complaints of bullying or incidents of harassment in the workplace
- 31% of workers said that their supervisors did not even take their complaints seriously
California employers must take complaints seriously; otherwise, employees often feel their only resort is to take greater legal action that could pose a larger risk to businesses.
In some cases, this could even involve employees filing charges with the Equal Employment Opportunity Commission (EEOC).
WHAT IF EMPLOYERS FACE CHARGES FROM THE EEOC?
Complaints with the EEOC can build up into a long train of issues for employers. They often lead to investigations, significant legal expenses and penalties and harmful press reports.
Employers and business owners should be sure to take proactive action to protect their business. First, it is critical to understand what to expect and the steps they might have to take in response to these charges. Understanding the steps required when facing a lawsuit from the EEOC can help employers immensely in these situations, but it is also critical to consult an experienced attorney before moving forward.
A CAREFUL RESPONSE TO ALL EMPLOYEE MATTERS IS ESSENTIAL
Even if some complaints might seem trivial, employers must ensure they treat all complaints equally and seriously. Taking steps to respond effectively to employee concerns the first time can help employers avoid a greater risk of litigation in the future.