A recent article written for a business publication spotlights a workplace hypothetical featuring a proactive and hands-on company manager acting quickly in the wake of an on-the-job injury or dispute between employees. That fictional company principal (certainly common enough in the real commercial world) acts with dispatch to assemble all involved parties in a group meeting to discuss just what happened and to chronicle their views on the incident.
Good or bad idea?
Generally, such a “let’s all convene right now and get things straight” approach is far from being an optimal strategy, notes the author of the above-cited article written for the professional association Society for Human Resource Management. Rather than putting a lid on things, it might well engender heightened complexity and controversy. The SHRM piece specifically cites the don’t-do-this example of a manager putting an alleged sexual harasser and victim in the same room “to talk it out.”
Far more preferable is prompt referral/redirecting of any material employment-linked dispute to company HR personnel, who are specifically trained to deal with work-related issues.
Of course, even company go-to resources can easily – and often enough are – overwhelmed themselves. American employment law is a comparatively dense and complicated legal realm, marked by literally thousands of laws, rules, policies and other dictates.
Moreover, those governing standards come from myriad sources. As the aforementioned SHRM article notes, “Federal laws aren’t an employer’s only employment law concern.”
Established business law attorneys who have a demonstrated history of strong advocacy on behalf of employers can provide diligent representation in any employment law matter.
The stakes can be high, with employment litigation often proving to be unpredictable and expensive for company managers. Proven legal counsel can help dampen liability and ensure a constant focus on best-case outcomes for valued commercial clients.