It is imperative that companies maintain a clear, formal reporting mechanism for workplace complaints. Many companies choose to offer multiple means for reporting complaints, typically through vertical reporting (i.e. through supervisors), with options to report directly to human resources and/or to a reporting hotline.
Maintaining comprehensive reporting mechanisms provides multiple benefits to employers; employees understand that they can safely raise their concerns without fear of retaliation, and an employee's failure to utilize reporting procedures may preclude a lawsuit per the United States Supreme Court's Ellerth-Faragher decisions.
Agenda
Threat Assessment: When to Call an Attorney Current Issues Presented by the EEOC and NLRB Preserving Evidence: What to Do When an Employee Waits to File a Complaint
Faculty
M. Levy Leatherman
Baker, Donelson, Bearman, Caldwell & Berkowitz, PC
- Attorney with Baker, Donelson, Bearman, Caldwell & Berkowitz, PC
- Active member of the firm’s Labor & Employment Litigation and Counseling Practice Group, including frequent contributions to the firm’s monthly L&E newsletter and blog service
- Management-focused practice includes the creation of policies and procedures relating to workplace issues, investigations, employee and supervisor training, and best practices for litigation avoidance
- Litigates employment cases in state and federal courts across the country
- J.D. degree, magna cum laude, Mississippi College School of Law; B.A. degree, Louisiana Tech University
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