October 18, 2019 | Category: company culture, Did You Know?, Discipline, Employee Discipline, Investigation

We get calls that make us smile, some make us cringe, some cause to step back and think, and some calls just surprise us. If an employee came to you and told you they were concerned that another employee was out to get them, do you know how you would handle that situation? What if this wasn’t the first time they felt this way? NAE can walk you through these situations. Maybe, when the employee comes to you, you think that there’s no way someone would try to physically harm their co-worker. Regardless, there are still steps to follow to ensure the well-being of your employees and we can assist you with following them.

“But I was just teasing!”

It’s important to educate your team on the difference between what they view as teasing and what can be construed as harassment or workplace violence. Intentionally setting a trap for someone to fall out of their chair may seem funny in the moment but what if that employee hurt themselves to the point of having to report it to OSHA? How do you communicate the severity of this issue? Creating a workplace that has a culture of respect, dignity, and kindness is vital to your success.

“How seriously do I have to take this complaint? No one actually got hurt.”

Investigate the complaint. Failing to handle a complaint properly can have an adverse impact on your business. Don’t let your opinions cloud your judgement. Keep an open mind. Treat the employee who brought the complaint to you with respect. It can be difficult to come forward with a complaint. They may be concerned about retaliation. Educate yourself on what your responsibilities as the employer are by calling NAE. Our team of attorneys can assist in difficult employment-related situations should the situation escalate. Write it down and keep the notes confidential.

When the investigation is complete, take appropriate action against the wrongdoer. We help employers on a daily basis determine which action is best in their unique situations. It could be termination but occasionally it is just a warning or counseling. After deciding how to proceed, don’t delay. Handle the situation timely, document it, and move forward. Part of the forward process could be rebuilding your culture, training, or hiring a new employee. Whichever part of the process it is, NAE is ready to help guide you along the way.