Employees cry discrimination, want to be open but...?

Question

Managers: Has anybody ever worked in an environment where everytime something happens, its percieved as discrimination (assuming it truly isnt, if it was it would most certainly not be tolerated)? I want my employees to come to me if/and when real discrimination occurs, but when every action is looked upon that way - it blurs the lines of what is and is not legitimate. How do you set the balance of being open to addressing real issues while squashing the "wolf crying"?

Answer 1

i bealive screaming racism is a crutch that only benifits blacks,no one else.its totally unfair and stupid.

Answer 2

First,
I had a legitimate discrimination case. Fully documented and hired an attorney. When the company would not settle the case would have to goto court. The attorney at that point required $3000 up front with no gaurantee. Most people can not pursue legitimate claims because of the financial cost to do so. My point, have a meeting addressing discrimination. Handout the discrimination hotline number or how to file a claim. Discuss what is and what is not considered discrimination by company guidelines. Make it clear anyone by due process is found to have discriminated or have falsely claimed discrimination will be terminated. Get tough on attitudes. Anyone causing a hostile or un-friendly work environment will be terminated.

Don't fear a report, the due process is going to filter the good from the bad. The EEOC not a friendly agency siding with complaints. They have so many cases rarely with someone who complains will get a favorable acceptance. This puts the burden back on the complaintant and finding their own representation and usually in the end not being able to pay for the representation to actually go to court.

So nip your whiners in the butt, and get back to business.

Answer 3

This is indeed a difficult area. So many people believe they have been discriminated against for so many different reasons. We can't see ourselves as others see us, so either we think we are being unfairly picked on, or are being discriminated against. It is hard to believe we need to be strengthened in some area, and much easier to believe others are wrong about us, or discriminating for some reason.
I worked with a man who had just come out of prison, and joined our team at work. He was warmly welcomed, and trained for two weeks at our job before being sent out to work alone. That's the way we all learned to work, nothing new. Then the Supervisors would tell us what we had done wrong, giving us further training. The new guy blew up at every word. He accused everyone of discrimination, and even walked off the job once.
Our department had been around a long time, and it had actually been over weighted with minorities. By this I don't mean negatively, just that that was what the numbers were. It made no difference to any of us. We had all worked together harmoniously for many years before this man joined us. News of his temper tantrums spread around our work sites almost as soon as they happened. They were dramatic. He wasn't there long, though. Within 2 months his outbursts sent him back to prison.
So, for one reason or another, we all need to remember our manners, and be considerate of others. And when necessary, mention to someone who misinterprets our words with the respect we would want for ourselves when explaining we did not mean any discrimination.

Answer 4

There was a great article last week in Business Week on the cost of job discrimination cases in the US. The number of cases...what percentage are resolved at different stages in the process...the cost at each stage, etc.

In the US, there are a lot more covered classes than the other poster suggests. For example, if you dismiss someone over 40, then you need to provide certain disclosures.

Check out the article. You'll see the dangers and costs!

Answer 5

In most, if not al, states, the burden of proving discrimination is on the person claiming discrimination, not on the defendent. Perhaps a little "talking to" about the issue would help.

Answer 6

sure, I observed this tale on MSNBC. the lady could not even undergo in recommendations that her son died. it is basically how recommendations broken she is. whilst they asked her approximately her lifeless son she mentioned "Why"? and started to cry. She is definitely suffering and that i don't think of i'm going to ever save at Walmart back. There are basically too many heartwrenching acts of "treason" incredibly that they proceed to dedicate without a 2nd thought. Like Shrillary Clinton, Walmart is canniving and harsh, characteristics that could desire to not be representing any importance in u.s.. That woman ought to record a grievance with the Civil Rights branch through fact it truly is obtrusive Walmart is discriminating against her through fact she's disabled. She needs the money she's gained to guard herself. I advise isn't that what buying worker coverage is for? Why are they attempting to get it back now? She had an worker coverage? i comprehend Shrillary is in on it by some potential...hmmmmm shame on you, Walmart!!