Comments on: Managing the Complainers Before They Sue For Discrimination

By: maxie

maxie — Tue, 01 Feb 2011 01:09:51 +0000

This was a great blog, many managers don't realize the importance of a paper trail. Document,Document,Document!!!

By: Hockey Girlfriend

Hockey Girlfriend — Sun, 12 Dec 2010 22:25:39 +0000

Just come across your blog, love it. I'm a fellow HR'er, as a HR manager… 🙂

By: EngineerGirl

EngineerGirl — Sat, 11 Dec 2010 23:48:11 +0000

Thanks for mentioning that she just might be harassed – by an Eddie Haskell type of person. I had the problem with someone considered to be a star. He always had the solution. Truth was, he took credit for the work of others, witheld key information so he alone could be the hero, and encouraged some of the underperformers to lodge complaints against those of us in leadership because we were trying to correct their underperforming behavior. He looked like a hard working person that always got along with everyone – at least to upper management!

By: Brook

Brook — Fri, 10 Dec 2010 23:58:45 +0000

I'd like to add: if you've got a complainer that seems to "misinterpret" what you say, or plays the victim, NEVER talk to that person one-on-one. Make an effort to always have a third party present, especially for performance reviews and reprimands- your documentation of what you said, along with someone else confirming what you said, well, it'll make the lawsuit go much better for you.