The first thing you need to understand about lawsuits is that they aren’t always justified and they’re not always fair. Still, if you get your ego get in the way of your thinking, you might oversee something major, something that’s clearly your fault. Now, keep in mind that one’s level of satisfaction is completely subjective and arbitrary, which means that there are some people you simply won’t be able to please no matter what you do.
On the other hand, there are several major points that cause unsatisfied employees to sue the employer the most and here are some of them. Needless to say, these are the topics that should be discussed in your HR, as well as taught to your managers and personnel in general.
The first thing you need to understand is the fact that the retaliation discrimination is the main reason why people quit their jobs but this problem runs a lot deeper than that. First of all, this kind of retaliation makes people feel personally attacked, which, in turn, makes them more defensive, less productive and less willing to cooperate. Moreover, you need to keep in mind that employees who suffer from retaliation discrimination may decide to retaliate themselves. In most cases, by filing a lawsuit. Finally, retaliation isn’t just unethical, it’s also highly illegal, which means that, should they file a suit, the law will be on their side.
The next issue that often results in a lawsuit is the one regarding one’s sex, origin, ethnicity or religion. This is particularly troublesome nowadays in the age of immigration, which causes a lot of people to be either extra careful or extra insensitive. This goes both ways, seeing as how some managers may be too frightened to make a completely legal action against an individual who falls under one of the above - listed groups.
Contrary to this, some presume that they can exert their power over someone who just arrived in the country or possesses a different set of beliefs/physical traits. This is why your HR needs to be in close touch with reliable immigration lawyers in order to have someone who can interpret latest changes and alterations in law system, at least in this field.
In the last several years, we have a massive boost in regards to the issue of sexual harassment, with thousands of women coming forward, sharing their experiences from the workplace. On the other hand, sexual harassment is not the only form of harassment present in the workplace. In fact, we already went to length to discuss two similar topics in the previous two sections, yet, there is a difference between harassment and discrimination. Discrimination is merely an unfair treatment of a person in your employ, while harassment is the active action you take to deliberately make them uncomfortable in their work environment.
One of the major roles for your HR is to ensure that the level of your employee’s job satisfaction is on a high enough level. This is a tricky matter, seeing as how it involves numerous factors, most of which are highly subjective. For instance, an advancement is always a vertical move, while there are some of your employees who would rather move vertically within your company. This is something your HR experts need to be aware of. Furthermore, the issue of salary, regular raises, bonuses, chances for advancement and a chance to learn are just some of the essentials you need to provide to your audience in order to satisfy their basic needs and ambitions.
It goes without saying that some of the costliest employee suits are those regarding the safety or a work accident. Different industries have a naturally different probability of an accident happening, yet, safety needs to be a universal concern in the workplace. Think about it if your employees are working with hazardous material or operate jobs with an unusually high danger of injury, you need to take some extra steps, as well as describe the safest procedure for handling these tasks. If an injury occurs due to the fact that the person in question didn’t follow the guidelines set, you would enjoy a much higher level of legal protection.
One of the things that make employees feel both unsatisfied and undervalued is the lack of a go - to person in moments of need. Ideally, this would be a project leader, team leader or manager but your HR also needs to be there to listen at all times. An open door policy is one of the main postulates behind a successful business and it is one of the highest requirements when it comes to an employee retention and overall employee satisfaction. Aside from this, you also need to ensure that your employees are comfortable enough to share their issues and opinions with people within your organization.
Lastly, in order to avoid the probability of employee dissatisfaction, you also need to invest a bit of time and effort into improving your work environment. By this, we don’t only talk about the layout and furniture in the room (although this definitely helps) but also the interpersonal relationship in your company. Not everyone has to share your corporate values as long as they adhere to them while in the workplace. A couple of bad apples can ruin the whole batch and you would be surprised just how much damage (when it comes to morale) can a single hostile person make in the workplace. Recognizing bullies and emotional vampires is one of the most important tasks of your HR.
The first step to avoiding a trap lies in knowing there’s one in the first place, which is why you need to keep track of the above - listed seven critical areas and make sure to address issues related to them as soon as they pop up. In this way, you won’t completely avoid the probability of getting sued but you will at least A) minimize it and B) ensure that you have the law on your side. Needless to say, these two things might just be able to cut it.
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