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How employers can prevent workplace discrimination claims

On Behalf of | Apr 29, 2021 | business litigation |

When workplace discrimination claims arise, employers often face an arduous journey forward. It is notoriously hard to defend against employment law claims involving discrimination. The government takes a harsh stance against all forms of occupational discrimination, often imposing many thousands of dollars in fines. Plus, the damage to your brand’s reputation can be serious.

Our Louisville, Kentucky employment law attorneys want you to know that you can often prevent discrimination claims before they arise. Implementing anti-discrimination policies allow your employees to enjoy a healthier work environment. These policies can also help you protect your company from legal trouble.

Four tips to help you get started

Unless you have already faced discrimination claims from employees in the past, you may not know how to increase protection for your workers and your business. We urge you to consider speaking with an attorney to develop your anti-discrimination policies. An additional benefit of legal guidance is that someone can help you put your policies into writing and show you how to implement them in your business.

In the meantime, we suggest you start right away by considering the following anti-discrimination tips:

  1. Learn how to avoid discriminatory language in your job descriptions and your interview/application questions.
  2. Pay all employees equally for the same work and job positions regardless of their gender, age, race, disability, etc.
  3. Stop tolerating discrimination from your managers, supervisors and workers by penalizing those who engage in discrimination.
  4. Create a training and education policy to help your staff learn what behaviors are and are not allowed in the workplace.

Once you begin to address the many discrimination issues that could threaten your company, you may discover that it is not that hard to protect your workers and your business. Please, continue browsing our employment law web pages if you need additional information. You may also contact our firm for more personalized guidance.