Equal Employment Opportunity - Consulting and Support
The importance of an employer implementing clear and transparent Equal Employment Opportunity policies in the workplace, and the correct handling of incidents contravening these policies has been highlighted by a number of recent high profile cases. In these cases, although the employer had appropriate EEO policies, they were held liable after it was found that they had not correctly handled EEO grievance procedures.
Many employers have been forced to defend or demonstrate preventative measures they had in place during the course of lengthy and costly sexual harassment and workplace discrimination litigation.
Not only is there the potential cost to an employer of substantiated claims arising from incorrect harassment, discrimination and bullying handling procedures but also in terms of the effects they can have on a workplace in terms of lost productivity, low morale, absenteeism and staff turnover.
It is in the interest of every employer to have a strategy in place for not only minimising the potential for such claims arising, but also for dealing with harassment, discrimination and bullying grievances quickly and effectively.
VECCI’s skilled EEO consultants conduct training for managers and team leaders in developing and implementing EEO policy, as well as developing strategies for handling harassment, discrimination, bullying and equal opportunity complaints.
VECCI’s EEO consultants also undertake independent investigations into allegations of sexual harassment, harassment, discrimination and bullying in the workplace; as well as holding training and workshops for employees which cover their obligations and responsibilities at work.
For more information on EEO Consulting and support call 03 8662 5333 today.
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Case Study
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Gavin has made a complaint alleging that he has been bullied by his supervisor, Jeanette. Jeanette commenced work at the company several months earlier and Gavin feels that she has been keeping him under constant surveillance and is asking him to undertake tasks with impossible deadlines. Gavin has visited his doctor who has certified him as stressed and placed him on sick leave. He has also lodged a WorkCover claim against the employer.
The company’s CEO called in VECCI to conduct a formal investigation. VECCI’s investigation found that Gavin’s previous manager had never addressed his performance. The written allegations of bullying were presented to Jeanette who in turn presented a number of counter allegations in her defence. VECCI interviewed colleagues and reviewed paperwork and policies.
VECCI submitted a report to the CEO which found that Gavin’s behaviour to Jeanette had been inappropriate. VECCI provided advice on Gavin’s Workcover claim which did not succeed as it was a result of appropriate performance management. VECCI reviewed all EO policies and updated them, while also conducting training to ensure all employees were aware of the organisation’s EO policies.
Jeanette was given coaching by the CEO in managing employees as the investigation had also revealed she was insecure about managing other employees. |
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Frequently Asked Questions
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One of my employees has made an EEO complaint. What do I do?
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How do I handle a sexual harassment or bullying claim?
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How do I put in place an EEO policy in my business?
- For more information on these questions and any others relating to employment contact VECCI on 03 8662 5333. |
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VECCI members have access to hundreds of documents including Frequently Asked Questions which are available under Tools & Templates