Page 116 - An Indispensible Resource for Being a Credible Activist

nical knowledge training for leadership so that we can more easily reach consensus in an
informed manner regarding employment decisions. However, I don’t want these attempts
to be inaccurately viewed as problematic job performance.
The ADA, EEO laws, State Human Rights laws, FMLA, disability insurance and coverage,
and (Company) policies must apply consistently to all employees. However, it is my
observation that this does not happen in practice. It does not matter if an employee is
liked or disliked, has real or perceived performance deficiencies, has been at (Company)
for many years, or is friendly or not friendly with various key employees; all employees
are still entitled to have our policies and relevant laws consistently applied to them as
our policies are applied to all other employees. I recommend that we create an investi-
gation policy to prevent conflicts of interest and to ensure fairness and sound, impartial
investigation practices prior to any discipline or termination and in response to all com-
plaints regarding violations of law we receive.
I recommend that all management staff (and eventually all staff) be regularly trained in
sound conflict resolution procedures. I believe this will have enormous positive effects
on staff interaction, on company functioning, and on conflict in general, which is
inevitable and which can ultimately improve company functioning when handled
productively.
I believe that leadership and HR have the same compliance goals and will more easily
reach consensus once we all have the same technical knowledge regarding these impor-
tant issues. I also believe that work relationships are dynamic and can be improved when
there is willingness, effort, and a clear understanding of compliance responsibilities.
I attach a copy of SHRM code of ethics for your review, and I look forward to your
response.

PERSONAL PROTECTIVE STEPS TO TAKE AT THE FIRST
SIGN OF RETALIATION

Delete all personal e-mails you may have sent, even if the company allows use of
personal e-mail.
Refrain from sending any personal e-mails from work, even if allowed and even if
using personal e-mail accounts on a company computer.
Gradually and inconspicuously bring home most personal items from your office,
even if the company allows personal items at work.
Research employment lawyers in your area and ask if any take cases on contingency.
Ask for a free consultation so you don’t spend hundreds of dollars interviewing
lawyers before you find the right one. If you cannot get free consultations, ask them
to review a one-page synopsis of your case before letting you know if they they’re
interested.

CHAPTER 7 • Dealing with Inconsistent Application of P olicies 99