In matters of business most of us are just that: all business. The daily grind consumes us as we make sure that operations are running smoothly and clients are happy, vendors are delivering on time and correctly, bills are paid—and hopefully, profits are rolling in. There is little time for unnecessary drama, and most of us would like to avoid any problems that we can. It can be very challenging to manage a work team, but also very fulfilling—and after all, the employees are often responsible for making your business what it is. Not only do they have the potential to enrich your company and your life, but you may find that you end up having enormous impact on theirs also, acting as a mentor and role model in terms of the entrepreneurial spirit, work ethic, and showing what it means to be a leader and the ultimate team player.
Some say that hiring is the trickiest business of all; after all, you have an exceedingly fleeting relationship with those whom you do not hire—and they may not appreciate being rejected for someone you thought would be a better fit in your business. While you may have exact specifications for the job at hand, with absolutely no concerns about what race or religion anyone is, be apprised of the laws. In California, the California Department of Fair Employment and Housing states that individuals cannot be discriminated against for race, religion, age, sex or sexual orientation, disabilities, marital status, military status, and more. And while this generally applies to employers with five or more employees, it should always be your practice to avoid discrimination.
When terminating employment for employees, obviously if you don’t have a valid reason you may find yourself paying unemployment and facing other complications. Be sure to avoid any discrimination lawsuits by being educated about the laws, and by explaining why you are terminating any employee’s employment with direct language that is fair, clear, and accompanied by comprehensive documentation regarding their performance. If they have been doing a poor job over time, it is perfectly acceptable to explain that you no longer have confidence in them to do the work, they simply aren’t meeting the necessary requirements, require too much supervision to get the job done, or whatever honest reasons you must give. Pointing to their race, religion, political beliefs, disabilities, or more will probably result in your being served papers for a lawsuit surprisingly fast.
You should have steadfast policies in place prohibiting any workplace discrimination, and may need to have a company meeting or workshop regarding the issue.
Do you have questions about how to avoid discrimination within the workplace, or are you worried about a pending lawsuit? If so, contact Attorney Shane Coons. Our law office represents clients involved in a wide range of businesses and legal issues, and we would be glad to review your case and help you explore your options.
Call now at 949-333-0900 or email us at Shane.Coons@seclawoffices.com.