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In recent years, more and more unskilled hourly labor has resorted to a new means of income - suing their employers.
Be it for sexual harassment, or discrimination, or for injuries; each day holds numerous excuses to sue and not have to work again.
There are young girls acting flirtatious to get a male manager to say or do something others will witness. Others who will fiend being hurt for workers comp settlements. And some who simply want to collect unemployment. Each day leaves plenty of doors open for law suits both legitimate and fraudulent.
Sometimes managers ask for it. They really do make sexual advances toward female employees. It is quite common to hear a dumb-ass man claim that he knows that women are turned-on by men with power. But that’s 'Men of Power', like a President or CEO - not some simple working manager abusing his supervisory position. Unless he is seriously good-looking, he'll just piss a woman off. And even then, she still has to be interested in return.
Sometimes a manager will make remarks about an employee or applicant that can be construed as discrimination. Using the word 'ghetto' in a sentence or mentioning that because someone is pregnant, she couldn't do the job. And simply not providing cutting gloves or enforcing slip-resistant shoes can cost a fortune during settlement.
How can a company prepare against potential trouble?
Managers must be put recurrently through training in an attempt to teach them to think before they speak, and to understand how to be legally informed and proactive in eliminating potential sources of trouble.
Performing thorough background checks and actually calling references is of hyper-critical importance in this day and age. You might be surprised how many managers never do a single call. Not that checking references will cure anything, but it is far better than doing nothing at all.
You can arrange for a seminar to be given to your operations managers that can be found through sites like TrainUp.com
Develop an 'Internal Audit and Security Department' as an extension of your Risk Management. This can be staffed by former police detectives. This has proven highly successful for several companies. Who better to interview and gather case evidence than a former detective.
Develop an employee 'Conduct and Procedures' handbook that leaves no stone unturned. The thicker, the better.
How can a manager do better?
The greatest action you can take is to enroll in a course or a seminar focused on employment law. One that has a focus on Civil would be best of all.
The next best thing is one of the easiest - read and stay informed. Don't be complacent. Don't make piss poor assumptions about rights and laws. If you don't know something for sure, then ask a professional.
Don't touch them!! Don't talk about touching them!!
Now say the above two lines every day 100 times before going to work with your employees. Scream it at the top of your lungs.
There is an ol' saying "…..Don't shit where you eat"…. and you should remember it and live by it. Keep your professional and personal life completely separate. I don't care how hot he or she looks or how hard they hit on you -DON'T DO IT!!
In twenty years, I have only known of two people out of dozens, who actually had a positive outcome from an affair with an employee.
Enforce uniform policies on employees and managers concerning slip-resistant and steel-toe shoes. Enforce the use of cutting gloves and back-braces.
Never lose your temper with an employee no matter what they say or do. Don’t be lured into a physical confrontation – wait for the police to arrive. They can sue you even though they started it.
Never fire someone while angry or in front of other employees or company guests.
Think! Think! And Think Again! - Before you open your mouth.
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