If it does, the courts may not force employees to use your internal procedures before filing a lawsuit. Ensuring that there is no retaliation is an important part of the regular follow-up meetings. If there is actual or perceived retaliation, nip it in the bud. Those who fail to heed this warning will invite suits by plaintiffs lawyers eager to take advantage of the burdens of proof placed on employers. But even if there were no laws in this area, the Supreme Court s focus on prevention and correction makes good business sense.
Harassment adds no value to a business.
To the contrary, when employees feel harassed, we lose the talent they otherwise would bring to our workplaces and, ultimately, business suffers. His practice concentrates on training managers, developing employment policies and implementing union prevention programs.