RebukeTheWorld

 

 

1) Financial compensation should be assessed by the relative value of operations at that level of management failure. The cost to run that department and its targeted corporate value is precise and not inclusive to the corporate entity. This is only an option if the corporate system of operations was faulty.

 

Example- When evaluating a harassment case, if the manager failed but the procedures for solving harassment issues was sound, then the lawsuit is one-one one and without corporate liability. For instance, if corporate guidelines stated an employee should be fired for sexual harassment but the manager chose not to, this isn't the corporations fault but solely the judgment of the manager. When a manager fails to follow the companies guidelines, judgment stops and ends there.

 

If the information wasn't known at the corporate head, CEO or owner, it is wrong to expect compensation from the entire company. This is the trickle-up affect that unfair judgment then involves everyone. Those who had the knowledge and errors in judgment are the ones to be accounted for by the courts.

 

 

How a corporation investigates discrimination and harassment is a corporate responsibility. 

 

One option for change is that Human Resource department's should have its own building and separate from the corporation.  It's important that employees who are responsible for handling complaints have as little as possible contact with the other departments.  Human resources is the quiet background that monitors employees behavior and should remain as unbiased as possible. People will feel safer and have less fear of retaliation when complaints are being dealt by people who have no relations with other employees in the office. Smaller companies can choose whenever possible, an outside company to deal with any serious harassment charges. 

 

When the average employee complains to their boss, its not always a fair place to resolve problems. Management may have preconceived ideas about their employees, which makes it hard to deliver your opinion if you feel you won't be taken seriously. At times, there can be issues of favoritism or office gossip that gives an unfair impression of you, so how management hears your case becomes tainted.  Employees also mentally juggle if filing a complaint is really worth the added potential stress within their work environment because these procedures can isolate you from your associates.

 

After the human resource department settles the issue, its important that they keep an open door policy for a set amount of time, to be sure the situation is completely resolved. Keeping management out of harassment issues within their departments, makes everyone feel safer about speaking up.  There are plenty of corporate lawsuits where the managers have reported the harassment and disciplinary actions took place but because the offense happened, corporate responsibility still holds in court. This has got to end.

 

The government needs to set up a comprehensive handbook where companies can offer a satisfactory human resource department that could free them up from future lawsuits. These federal guideline's can make corporations exempt and lower their insurance costs. As I have used this example before-- God doesn't hold anyone accountable for another mans deeds.

 

Its time our laws represent fair compensation in corporate lawsuits.

 

Note-

Exception's- 1) war time   2) first of firsts -waves with societies sensitivities in order to make a statement or initiate an important change.