Settle or Fight?
Be Prepared Either Way
Even if a company chooses to settle instead of fighting the claim, the end result will still be an expensive bill. That’s why it’s crucial to keep abreast of employee concerns so you can catch issues before they potentially escalate into lawsuits.
Unfortunately, some complaints are bound to occur regardless of the precautions you take. There is no playbook on how to apply existing complaint procedures to the growing number of pandemic-specific lawsuits, leaving many employers without clear direction.
Solution
It’s important for companies to prepare ahead of time so they’re not left scrambling if a problem does come up. If your company doesn’t have a plan for handling complaints, or if it has been a while since it updated the existing plan, you’re at increased vulnerability to legal repercussions. One thing worse than an EEOC complaint is an EEOC complaint that you’re completely unprepared for.
BEST SOLUTION:
Call Alternative HRD!
We can help if you need some direct guidance on updating or creating a complaint response strategy. EEOC complaints can get messy, but having a cohesive procedure in place will help keep the mess at the bare minimum.
605.335.8198