Additionally, I recommend that all persons involved in EEO complaint-receipt, investigations, or determinations attend formal training on EEO and SHP compliance issues. Moving forward, I recommend that we consider implementing a decision-making protocol that will include technical assistance consultation from no-cost government or SHRM resources to prevent errors in the future. If we learn that any errors have been or are being made, I recommend that we remediate those as soon as possible. Unless I am unaware of additional information or documentation related to this matter, I recommend that we revisit this situation and seek technical EEO and Sexual Harassment Prevention (SHP) assistance to ensure that we at (Company) have not made any errors in violation of any aspect of EEO law. I am concerned about how the recent situation with (employee’s name or complaint) is being handled. Just as important, we have a legal responsibility to prevent any harassment, discrimination, and/or retaliation based on any category protected by our city, state, and federal laws. Additionally, we have a responsibility to investigate complaints promptly, thoroughly, and soundly. Additionally, now any employee who participates in an investigation is also protected from retaliation. I am compelled to express concern about how we at (Company) handle issues related to EEO and Sexual Harassment Prevention Laws.Īs you know, the EEOC has determined that if a workplace environment is such that employees are afraid to make complaints this environment can contribute substantially to a viable retaliation claim. Re.: Concerns about (Company)’s Compliance with EEO Laws (Include any others on this list to whom this memo should be addressed.) On letterhead, interoffice memo format, or via e-mail (This is for sexual harassment and for harassment or discrimination based on race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information) SAMPLE MEMO REGARDING EEO COMPLIANCE CONCERNS
#Memo for no eating inside the office how to
To learn how to make formal complaints, visit the EEOC – The more people who speak up, the less they can get away with legal noncompliance. I still hope that every employee will speak up and demand legally-compliant workplaces! – because there IS an epidemic in the US of workplaces that will unlawfully retaliate against people who raise such issues. Note: Even though retaliation from workplaces for raising these issues IS unlawful, y ou use these memos at your own risk –
#Memo for no eating inside the office professional
– Any Employee in ANY JOB at ANY LEVEL can use these memos and remove the references to being an HR professional and use these at work. These Sample Memos are written from the perspective of a Human Resources Professional – Millions of Americans are unemployed or underemployed because they have been unlawfully terminated. From the book: The HR Toolkit: An Indispensable Resource for Being a Credible Activist by Denise A Romano, MA, EdM
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