Taking adverse action against an employee is not a decision employers should take lightly. Not only can these actions affect workplace relationships and morale, they can also lead to messy legal battles. This is especially true if an employment decision is retaliatory.
In recent weeks, stories of sexual harassment against women in the entertainment industry have been widely reported. However, sexual harassment is an issue facing every worker in every industry (as evidenced by the overwhelming number of #MeToo social media postings). It has always been crucial for employers to understand their obligations and options with regard to responding to complaints of sexual harassment; now is a good time to take another look.
Employers have a number of legal tools to protect themselves, their company, and their employees. One of these tools is an employee handbook.
Photo Credit: Sabeel Ahammed
Photo Cred: Toa Heftiba
Minnesota employers should know that discriminating against workers can get them into trouble. State and federal laws prohibit discrimination against employees and potential employees based on gender, race, religion, disability, nationality, and other protected classes--including age. But what feels like discrimination to a candidate or current employee may seem completely legitimate to an employer.
The relationship between an employer and employee can be fragile. When both parties see eye-to-eye and are happy with compensation, benefits and performance, everyone can be productive. Howe ver, it may not take much to rock the boat.