Every employee has a right to a safe and secure workplace. In fact, in today’s digital age, employees can easily learn about their workplace rights and privileges online.
Both state and federal laws prohibit all forms of discrimination at work. If an employer violates their workers’ protected rights, the consequences can be far-reaching to the organization. But what do you do if an employee’s claims are untrue?
If an employee makes a false discrimination claim at work, it is important that you take the following steps to protect your organization:
Do not retaliate
The initial reaction when you learn about false discrimination claims against you or your organization will probably be disappointment and anger. While this is absolutely understandable, it helps to remain calm.
Shouting at the disgruntled employee or sending them threatening emails will only complicate matters for you. So is taking retaliatory actions like demoting, firing or disciplining the employee.
Keep a record of everything
It is important that you document everything regarding the discrimination claim as soon as you learn about it. Start by putting your thoughts on paper, especially what you remember about the incident in question.
Next, look for emails, voicemails and any relevant communication between you and the disgruntled employee. Make copies of these communications as a reference to the employee’s conduct. If you terminated the employee on disciplinary grounds, be sure to keep copies of the formal warning as well as the termination letter.
Generally, most employees who file claims of discrimination at work tell the truth. However, it is not uncommon for some employees to lie. Find out how you can protect your organization’s interests if you are dealing with false claims of discrimination at work.