Business owners often face workplace disputes involving discrimination, harassment or other serious conflicts. Many large businesses have a human resources department with the proper training and expertise to handle such disputes. Some small business owners, on the other hand, must resolve these conflicts themselves.
Addressing sensitive workplace disputes appropriately is necessary to protect affected employees. Employers must understand California’s strict regulations regarding workplace rights.
Establish clear policies and communication
Clear company policies can go a long way toward preventing workplace disputes in the first place. Business owners should draft policies that explicitly outline acceptable workplace behavior. There should be guidelines about discrimination, harassment and conflict resolution. Providing employees with a handbook that clearly defines these policies helps them understand their rights. Transparency is important when it comes to the standards of conduct within the company. Regular training sessions can reinforce these rules and ensure employees understand them.
Open communication channels are also key to resolving disputes. Employees should always know where to report issues. Employers have a responsibility to make employees feel comfortable about raising concerns without fear of retaliation. An open-door policy fosters feelings of safety when discussing sensitive issues. If employees feel more comfortable discussing such matters over email or another method, this should be an option as well.
Investigate complaints thoroughly
When a workplace dispute arises, an impartial investigation is necessary to determine the facts. Without an HR expert on staff, business owners might designate a senior team member to handle investigations. This person should remain neutral and ensure both parties have the opportunity to share their side of the story.
These types of internal investigations must comply with California’s employment laws. This includes the Fair Employment and Housing Act. That Act, often referred to as FEHA, along with other labor laws, prohibits discrimination and harassment based on race, gender, religion and other protected personal characteristics.
Take corrective action
After completing an investigation, employers have an obligation to take appropriate corrective action. This may involve disciplinary measures, further training, or conflict resolution strategies such as mediation. It is important to document each step to create a record of how the company responded to the issue.
Resolving workplace disputes effectively requires constant compliance with California’s laws. This can seem difficult without a dedicated human resources department. Even so, small business owners have effective methods available to them for navigating these issues.
