Employees are at the heart of a business. When they have reason to make complaints, the issue can be damaging to business operations. For this reason, businesses are strongly advised to take proactive measures to head off complaint-related problems before they arise and do harm. In every case, the services of an experienced business and employment law attorney prove to be indispensable in protecting businesses from liability as they grow.
Weisblatt Law Firm works with Houston businesses to protect them from employment liability issues. Contact our office at (713) 666-1981 to schedule a consultation or receive a free consultation by phone.
Written Anti-Discrimination and Harassment Policy
It is important for a business to have a strong written policy prohibiting discrimination and harassment in the workplace. While this will not guarantee that such complaints will never occur, it does strengthen the employer’s position that the company prohibited such behavior. Clear, written guidelines should also be established for employee behavior and job performance expectations. This strengthens an employer’s ability to discipline an employee for such violations without being accused of discrimination or harassment.
Clear Documentation
Documentation can make an attorney’s job infinitely easier. By clearly documenting any complaints or infractions by – or disciplinary measures taken against – an employee, disputes can be resolved more quickly and with lower attorney’s fees.
Having an effective and well-communicated method of documentation is not only important but essential. The way in which employee infractions and complaints are recorded should follow a standard practice, and all employees and supervisors should be aware of said practice. An experienced business law attorney can provide the guidance a growing company needs to create and implement an effective documentation protocol.
Clear documentation also includes the proper maintenance of employee records and files according to company policies and relevant state and federal employment and labor laws. Employee record-retention protocols should be developed to ensure that reliable and verifiable evidence of employee conduct and behavior is available.
Attorney Andrew Weisblatt’s long history working with Houston businesses makes him an effective business lawyer.
Open Communication
Open communication in the workplace is critical to resolving employee complaints. An employee who is able to voice and resolve concerns is less likely to sue his or her employer than an employee who does not. Again, any such communication should be documented carefully in the event that it is later disputed.
Keep in mind that open communication in the workplace should lead to swift action to resolve any issues communicated by employees. If employees communicate their issues yet see no action taken, they are likely to cease communicating their work concerns altogether and potentially seek legal action. To help ensure that problems are indeed addressed when communicated, businesses may want to consider developing detailed protocols that managers and supervisors must follow when complaints are made. The action taken should reflect the nature of the complaint.
Without open communication and effective action, employers risk legal action that could see the company liable for economic and non-economic damages in a lawsuit. This can also lead to damage to a company’s image, especially when continued employee complaints have fallen on deaf ears.
Resources for Human Resources
Having enough resources devoted to human resources is essential for any business with employees. Even if a company does not need an entire department devoted to human resources, having a point person for human resource issues helps protect businesses. It ensures that someone is available to manage employee communication.
Having a person assigned to this function can also ensure that employee problems are identified and managed early and that workplace law is being observed within the company. A company accused of violating workplace law is less likely to be found liable if it has appointed someone to that specific task.
Manage Expectations From Day One
Managing employee expectations from Day One helps keep employees content. It involves having a detailed onboarding process that covers all legal bases related to employer and employee, including their rights as a worker and what to do if those rights are violated. When employees know their rights and what to expect, businesses often run more smoothly.
For example, employees should be made aware of:
- Payment terms
- Their right to breaks and overtime
- Employment benefits
- Anti-discriminatory and harassment policies and procedures
- Employment and labor rights
- Workers’ compensation rights.
Employees should also be made aware of and be trained on any relevant safety issues, especially in safety-sensitive jobs.
The Right Attorney to Protect Your Business
Businesses have a lot at stake when it comes to their employees. Fortunately, effective and guided planning from an experienced business attorney can help avoid problems and provide solutions when they arise.
To speak with an attorney during a free phone consultation, call (713) 666-1981. You can also schedule an in-person consultation at your convenience. Contact Weisblatt Law Firm today.
Attorney Andrew Weisblatt
Mr. Weisblatt has practiced continuously since becoming licensed in 1992 and has represented businesses ranging in size from one person start-up ventures to multi-national corporations employing hundreds of people in multiple countries. From 2005 through 2009 Mr. Weisblatt was in-house counsel and chief operating officer of a multi-national corporation in the steel products industry. That in-house position provided valuable insight into how businesses work and what they actually need from their lawyers – both in-house and outside counsel. Attorney Bio
