As a responsible employer, it is important to comprehend the different types of work-related problems that cause disarray among employees. Or even between your employees and yourself, or your leadership team.
Here are a number of the most common reasons why employees file lawsuits against their employers. An insight regarding these may help you create a workplace that fosters harmony within your workforce, and encourage you to hire employment attorneys kansas city trusts.
1. Hostile Work Environment
This phrase describes what is legally referred to as a workplace that negatively impacts the way one or more employees work because of the prevalence of untoward behaviour, harassment, etc. It is among the most common sanctions employers receive and are charged greatly for.
Actions, gestures, remarks, and behaviour that discriminates against variables pertaining to race, gender, disability, religion, race, and age are classified under that which creates a “hostile” workplace. When implemented in a repeated and pervasive manner, and continues over a lengthy period of time, these occurrences are enough to warrant a lawsuit.
2. Employment Discrimination
Employment discrimination refers to the unfair treatment of employees based on the factors listed under “hostile work environment”, as abovementioned. Many times, this discrimination is the cause of factors such as not being given the same career development opportunities, equal pay, and benefits (i.e. medical, insurance if applicable, vacation leaves, etc.) as the rest of the company’s workers.
3. Wrongful Termination
When a former employee is fired on the basis of grounds that are considered “illegal” under the laws that govern employee protection, this is called wrongful termination. There are a number of reasons that lead to this unjust occurrence. These include, but are not limited to:
- Hostile Work Environment
- Sexual Harassment
- Verbal and/or Physical Harassment
- Wage Violations (incomplete and/or unpaid hours, etc.)
- Retaliation (due to workers’ complaints, compensation claims, negative feedback, etc.)
4. Breach Of Contract
There is a strong basis, though not the only one, for why contracts are to be upheld and followed through, especially in the context of employee-employer relations. Employees deserve to be compensated for the work they provide your company. Moreover, they deserve to be treated fairly and equally. This is among the myriads of rationales on why employment contracts are vital.
When an employment contract is breached, an employee has the right to complain against the employer for the said violation. Should he or she choose to bring this to the courts by filing a lawsuit (because of unresponsive employers or negative feedback from the same), the employee can do so.
Very often, contract breaches transpire as a consequence of failure to go over them thoroughly, in the first place. Changes in company rules, business operations, and the like should still coincide with employee contracts. It is highly recommended that contracts be legally rectified with the aid of your attorney, and with the consent of the employee himself or herself. Have your lawyer go over the legalities of these matters beforehand to avoid work complications later on.
As a reminder, this practice should not be a one-time occurrence. Your legal aid/team must go over contracts regularly, and side by side with changes and/or updates that occur within the company.
5. Wage Law Violations
We brushed on this briefly a handful of paragraphs before. Violations against contracted wages and hourly rates merit the attention of legal courts. This is an unlawful practice and it completely undermines your employees.
You as the employer are responsible for proper compensation, equitable work distribution, etc. The violation of wage laws, whether willfully or otherwise, is a serious concern. One that your company can be guided against by seeking the legal advice of your employment law attorney.
