Hear No Evil ... Speak No Evil... Diversity Training In Companies

Online, March 18, 2012 (Newswire.com) - Diversity training in companies should offer FLSA update

Diversity training in companies would help an employee, such as Aziz as he continues to complain about off color jokes during his staff meetings. Diversity training in companies would explain he feels that his colleagues poke undue fun at his religious head cover. However, week after week, he calmly but directly looks his boss in the eye and reminds him that the jokes are offensive and obviously a show of disrespect for him and his religion. Diversity training in companies would remind his boss that Aziz is clear in his VERBAL COMPLAINT has an actionable issue.

Next, Aziz's boss meets with HR to request transfer paper work for Aziz. Diversity training in companies would advise to stop from making a critical mistake. Diversity training in companies would show the boss that Aziz has been complaining and ready for a formal complaint. The boss believes Aziz is more concerned about his religion than staying on a prestigious project, but diversity training in companies would show the boss that Aziz has a right to his head covering without harassment. Diversity training in companies would alert the boss that a change in hours and project can result in retaliation.

Diversity training in companies would remind Aziz's boss that this problem will go on for years behind a Title VII charge. Diversity training in companies would show that the organization will be on the hook if the boss and HR allow the transfer to go through.
Diversity training in companies would remind Human Resources that Aziz has still gone on the record verbally about how he is treated because of his religion. Diversity training in companies would show that the boss has set up the organization for a retaliation charge from Aziz. Diversity training in companies will show the organization how to step in to stop the potential costly chain of events.

Diversity training in companies should educate that on March 22, 2011, the Supreme Court ruled that written AND oral complaints are valid under the Anti- Retaliation Provision of the Fair Labor Standards Act. Therefore, diversity training in companies should teach that oral complaints are actionable and Human Resources now must engage in the "he said...she said" dynamic. As with the other changes in Title VII this year,
Diversity training in companies can be well worth time and effort.