{"id":999881270,"date":"2011-10-26T22:55:00","date_gmt":"2011-10-26T22:55:00","guid":{"rendered":"https:\/\/dice.npgdev.com\/?p=273004752"},"modified":"2011-10-26T22:55:00","modified_gmt":"2011-10-26T22:55:00","slug":"management-lawsuits","status":"publish","type":"post","link":"https:\/\/dice.npgdev.com\/hiring\/recruitment\/management-lawsuits","title":{"rendered":"How Management Training Can Curtail Lawsuits"},"content":{"rendered":"

EEOC claims are at an all-time-high and many law firms report a rise in lawsuits<\/a> as recently\u00a0displaced have a hard time finding new jobs. Although most lawsuits arise from perceived injustices or errors by line managers, many HR professionals still rely on\u00a0documentation and policy manuals to curtail and fight claims. The best way to avoid suits in today’s litigious environment is by training managers\u00a0to avoid these critical\u00a0mistakes.<\/a><\/p>\n

Failing to Document Candidate Rejections<\/strong><\/p>\n

Managers may have a hard time explaining why they rejected a candidate several months after the fact. So train them to compile a summary of their thoughts and impressions following each interview and retain their notes until the coast is clear. That way, managers can use the information to refresh their memories before providing a statement to the Feds\u00a0or\u00a0making a\u00a0court appearance.<\/p>\n

Inflated Appraisals<\/strong><\/p>\n

It\u2019s hard to justify firing an employee who has received a glowing\u00a0performance reviews.\u00a0Train managers to give honest and consistent feedback and\u00a0communicate with under-performers\u00a0so they know exactly\u00a0where they stand. In fact, you may find that terminations decrease when employees know their status, since some will\u00a0seek\u00a0new jobs when they understand the severity of their situation. And don’t forget that\u00a0managers who fire without first trying to improve\u00a0a worker’s performance will appear insensitive and potentially discriminatory in court.<\/p>\n

Inconsistent Statements<\/strong><\/p>\n

Employers often lose in court when they change their story or statements. So have a valid reason for terminating an employee and stick with it when you speak with authorities or\u00a0give a\u00a0deposition.<\/p>\n

Ignoring Policies<\/strong><\/p>\n

Train managers to call HR before taking disciplinary action because judges and juries won\u2019t accept ignorance or forgetfulness as an excuse for violating company rules. Managers need to understand the laws and be accountable for reducing claims and lawsuits.<\/p>\n","protected":false},"excerpt":{"rendered":"

EEOC claims are at an all-time-high and many law firms report a rise in lawsuits as recently\u00a0displaced have a hard time finding new jobs. Although most lawsuits arise from perceived injustices or errors by line managers, many HR professionals still rely on\u00a0documentation and policy manuals to curtail and fight claims. The best way to avoid […]<\/p>\n","protected":false},"author":132,"featured_media":273004752,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2157,2158],"class_list":["post-999881270","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employer-brand","category-onboarding"],"acf":[],"yoast_head":"\nHow Management Training Can Curtail Lawsuits - Dice Hiring<\/title>\n<meta name=\"description\" content=\"EEOC claims are at an all-time-high and many law firms report a rise in lawsuits as recently\u00a0displaced have a hard time finding new jobs. 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