Managing Sexual Discrimination

Alt1633

I don't want to go much into details, but this is a basic problem statement:

As a manager, I manage some folks who have conducted themselves unprofessionally, specifically in committing sexual discrimination or harassment. I have corrected that behavior. However, I fear that higher ups may try to sweep it under the rug and maybe even potentially retaliate against me for correcting it. I am documenting it, obviously.

In the event that, say, I am let go suspiciously, do I have any sort of claim? In this case I would not be claiming sexual harassment or discrimination against myself, but rather that I was let go for correcting the behavior in my reports. I suspect the answer is no, but figured I'd ask.

Tigliss

Document, Document, Document, also print such documents so that you can get them if you are unable to access your work files. As a manager it is your responsibility to report these types of things and protect the company's interest (ie not getting sued). You don't want to be in a position where you did not inform your supervisors and they are looking for who created the hostile work environment. Most corporations have an ethics hotline or HR function. If you don't, report to your boss and follow up if they brush it off.

You could have a case if you were fired for retaliation.

Document, Document, Document

Maguano

not to sound like a broken record, but document everything. Also, get HR involved, its what they do. (or rather, what they are supposed to do)

zepherin

Maguano wrote: »

not to sound like a broken record, but document everything. Also, get HR involved, its what they do. (or rather, what they are supposed to do)

So HR is only an option in larger corporations. In smaller companies they are simply the paperwork people, and just an extension of upper management. Generally HRs job is to reduce labor risk and find ways to get rid of problem people. In large organizations they have a more useful role.

ArbitraryDescriptor

Tigliss wrote: »

Document, Document, Document, also print such documents so that you can get them if you are unable to access your work files. As a manager it is your responsibility to report these types of things and protect the company's interest (ie not getting sued). You don't want to be in a position where you did not inform your supervisors and they are looking for who created the hostile work environment. Most corporations have an ethics hotline or HR function. If you don't, report to your boss and follow up if they brush it off.

You could have a case if you were fired for retaliation.

Document, Document, Document

Official reason for termination: "Theft of office supplies."

I've never actually put any thought into how to access such records in the event you were the one terminated without warning. Are there any state/federal data retention laws that would bar them from deleting your email and/or formatting your hard drive?

Tigliss

ArbitraryDescriptor wrote: »

Tigliss wrote: »

Document, Document, Document, also print such documents so that you can get them if you are unable to access your work files. As a manager it is your responsibility to report these types of things and protect the company's interest (ie not getting sued). You don't want to be in a position where you did not inform your supervisors and they are looking for who created the hostile work environment. Most corporations have an ethics hotline or HR function. If you don't, report to your boss and follow up if they brush it off.

You could have a case if you were fired for retaliation.

Document, Document, Document

Official reason for termination: "Theft of office supplies."

I've never actually put any thought into how to access such records in the event you were the one terminated without warning. Are there any state/federal data retention laws that would bar them from deleting your email and/or formatting your hard drive?

Not sure if there are laws for it but during discovery lawyers can find it, it would be a million times easier having a hard copy.

zepherin

ArbitraryDescriptor wrote: »

Tigliss wrote: »

Document, Document, Document, also print such documents so that you can get them if you are unable to access your work files. As a manager it is your responsibility to report these types of things and protect the company's interest (ie not getting sued). You don't want to be in a position where you did not inform your supervisors and they are looking for who created the hostile work environment. Most corporations have an ethics hotline or HR function. If you don't, report to your boss and follow up if they brush it off.

You could have a case if you were fired for retaliation.

Document, Document, Document

Official reason for termination: "Theft of office supplies."

I've never actually put any thought into how to access such records in the event you were the one terminated without warning. Are there any state/federal data retention laws that would bar them from deleting your email and/or formatting your hard drive?

No, generally you need to get data and documents before you are terminated. Most companies standard procedure is so seize laptops flash drives and kill access before hand. If you see a termination coming and you need templates, evidence and other files... you need to get them before hand. Afterwards someone will go through and see what you were working on then wipe and reset.

ceres

Okay I think this was off the rails before it started so I'm closing it.