A trained management team, clear policy, and a rapid response to an employee complaint resulted in this Dacri & Associates client winning a discrimination claim that could have easily cost them $100,000 in settlement and legal fees. Two years ago, we proactively developed for them a discrimination and harassment prevention program. This year, when an employee complained that he was being harassed, the management knew what to do and swiftly responded to the incident. The program was working: the employee knew how to lodge a complaint; the management responded properly to correct the incident; and the situation was resolved. Unfortunately, the harassing behavior did not completely go away. This time, however, the employee never told the management, so when the employee got a lawyer and filed a complaint, the company was caught by surprise.

The U.S. District Court of Maine heard arguments and issued a summary judgment ruling the employer was not liable. The company did everything it could to correct the situation, but because the alleged victim failed to tell them of the second incident, the employer could not be held liable for not correcting it. The employee did not follow the procedures outlined in their handbook.

We can learn a great deal from this case:

1. Have a clear compliant procedure in your handbook that all employees receive and acknowledge;
2. Train your managers and supervisors on how to respond to complaints;
3. Investigate immediately all complaints;
4. Firmly address legitimate complaints;
5. Protect employees and witnesses from retaliation; and
6. Communicate frequently with the alleged victim.

When this harassment and discrimination prevention program was put in place, we could never have anticipated this particular incident would occur. Nevertheless, when it did, the management knew what to do and did all the right things, saving them a bundle and winning the case.

A group of managers from FISC Solutions have been reviewing my book Uncomplicating Management: Focus On Your Stars & Your Company Will Soar as part of their management development program. These individuals are part of FISC's program of identifying and developing high performance individuals. On March 16, I was invited to address them on my book. We had a fun and spirited discussion.

There are other groups in different organizations that are doing similar things. If your company would like to put together a group to discuss Uncomplicating Management, let me know. I am available to speak and you can buy the book, in volume, at a discounted rate.

I will be speaking before the following groups in April:

York County Community College Job Fair on April 8. I will be address a group of employers on "Recruiting in a Down Economy."

St. Joseph's College on April 12. I will be addressing a group of students on the "Traits of a Successful Leader."

Tech Maine on April 15. I will be speaking before a group of technology professional on the topic of "Independent Contractors, Employees, Freelancers...Are You in Compliance?"

If your group needs a speaker, let me know. I am booking a number of engagements throughout the year. Call now so that we can guarantee your date.

I have developed a number of tools and booklets to help you manage your workforce. These include:

• Sexual Harassment Prevention Toolbox
• Preventing Discrimination & Harassment Guide
• Strategies to Survive a Tough Economic Downturn Guide
• Guide To Massachusetts Employment Laws for Managers
• Employment Laws for Maine Organizations