It Is Prudent To Report And To Redress Alleged Race Discrimination And Retaliation
posted by Chinyere Okoronkwo | Mar 1, 2010 6:49 PM [EST] | applies to New York
Employment discrimination or harassment that is based on
race is prohibited under applicable laws. In
It is prudent for an aggrieved employee to report an
incident of race discrimination or harassment at or about the time that the
incident occurs. An important initial step is for the employee to make a
verbal or written report of the incident. The employee should inform a supervisor,
manager or human resources representative of the incident. Some employers
have an EEO officer whose role it is to receive and to investigate incidents
involving alleged race or other unlawful discrimination or harassment.
Employers should update their employee handbook to include
clear guidance to employees regarding anti-discrimination and anti-harassment
policies and procedures, including, but not limited to, incident reporting
procedures. An aggrieved employee should review the employee handbook, if one
exists.
Regardless of whether one has a claim or defense to preserve, there are additional procedures to follow and there are deadlines to meet. It is prudent to consult an employment attorney.
DISCLAIMER - Ms. Okoronkwo’s response does not create an
attorney-client relationship.
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