2. REALITY CHECK
When you handle complaints of discrimination from employees or applicants, and evaluate information developed through
investigations, recognize that some employers may have a limited perspective that prevents them from viewing the evidence objectively.
Consider that the evidence may later be evaluated by independent government agencies, judges or juries, and even the public. Try
to be fair and balanced in your evaluation of the evidence, and not be limited to a management perspective. It may be helpful to
discuss the matters with attorneys or other professionals to obtain objective input.
It is usually the best course of action to be resolution oriented. If you
resolve small problems early you will more likely avoid big
problems later. Employment discrimination cases that are filed in court
commonly involve employment disputes that developed over a
period of years. During that time the employment relationship with the
employee may have become increasingly conflictive and
unproductive. Tremendous amounts of time and money and productivity are
wasted by employers who do not make reasonable efforts
to resolve employment disputes with their employees. Some employers may
avoid settling discrimination complaints because they feel
it would be a sign of weakness, or it may encourage other employees to
complain. Consider that employers may save substantial
amounts of time and money, and also maintain productive work environments
and positive public images, by resolving discrimination
complaints fairly and promptly.