As a San Diego business owner, are you taking any steps to minimize risk of employee lawsuits? One obvious way to help avoid employee lawsuits is simply to have happy employees.
For instance, sometimes tension is created because of a flawed management approach. In ManagingEmployees.net, longtime business manager and blogger Pat Brill explains that effective managing means finding a balance between your focus on employee performance and establishing a connection with employees.
Brill suggests that you learn to identify with the thoughts and feelings of your employees on their work. Not only can this help your business by boosting performance, but if you’re able to connect with your employees, this can go a long way in reducing the chance of a lawsuit. The last thing you want is a disgruntled employee who wants to get even when they leave the company.
Use an Annual Employee Acknowledgement
Another important step toward reducing employee lawsuits is to have an employee annual acknowledgement. Even if you are sued, a good acknowledgement can still help you improve your chances of winning the lawsuit at trial (or, even better, getting the case dismissed early).
Here are a few general examples of what your written acknowledgement should do:
● Make sure that your employee knows he or she is an at-will employee, and that others are not authorized to change this relationship. Also confirm that related promises haven’t been made. This helps you minimize the risk of a wrongful termination lawsuit because when an employee is “at-will,” it means that both the employer and the employee have the right to end the employment at any time and for any or no reason (except, for example, because of retaliation or discrimination).
● Confirm that the employee received the most recently dated employee handbook, and that the employee knows he or she is responsible for its contents.
● Create the type of record that will reduce the chance your employees will sue you for wage and hour issues, harassment, and discrimination.
● Remind the employee that only the employer has the right to change any policies, and can do so at any time.
Not every acknowledgment lives up to its goals, so it’s important to have a knowledgeable business and employment lawyer create a well-planned document. We’ll prepare your annual acknowledgment to include important terms and make sure it’s in clear and understandable language for employees.
Also remember that an old acknowledgement may not do you very much good if you’re sued. A yearly acknowledgement is one of several smart and inexpensive business practices you should put into place. It may save you a lot of time and money down the road. Contact San Diego Law Firm’s seasoned business attorneys for more employer advice, including how you can avoid common traps that lead to wrongful termination and other lawsuits against your business. Call San Diego Law Firm at (619) 794-0243.
