In your California dental practice, you have certain professional goals including providing the highest quality customer service and clinical care to your patients and creating a productive and positive work environment for your staff. You want your dental practice to be a place where both your patients feel comfortable and your employees enjoy their jobs.
However, in any workplace, there is the possibility that employee dissatisfaction, for one reason or another, can transpire. As a result, damaging allegations of discrimination or misconduct can not only disrupt the working environment but also affect the business.
Handling such situations can be incredibly difficult and rarely easy. However, despite hoping for a professional career without strife, it is important to be prepared in advance knowing what to do should accusations come about. You must treat a disgruntled employee fairly and take their concerns seriously while also looking out for and safeguarding your rights in your position.
Since internal disputes can have a significant adverse effect on a dental practice, having an attorney’s assistance during these tumultuous times can be advantageous. With the assistance of a legal professional, you can ensure that the issues are given the consideration and treatment they deserve ensuring your interests are well taken care of so you can turn your focus back onto running your business and treating your patients.
The Los Angeles business litigation attorneys at Leiva Law Firm are dedicated and committed to helping dental practice owners protect their legal rights and preserve their businesses.
Steps to Take After An Employee Allegation
Several situations can arise which can lead an employee to make allegations of wrongdoing. Whether it be perceived discrimination, earnings disputes, unsafe working conditions, breach of employment contract, or more, it is imperative to listen and not just dismiss the employee’s assertions. Sweeping such complaints under the rug and having little regard for an employee’s objections regardless of whether you believe they are legitimate or baseless can cause greater and more costly legal issues down the road.
Therefore, after an employee allegation is made, the following is a general outline of the steps to take to handle the situation:
- Show the employee respect and compassion and listen to their complaints.
- Let the employee know that their concerns will be confidential and handled in good faith. Retaliation is strictly prohibited and a fair and thorough investigation of their allegation will take place.
- After speaking with the employee, and assuring them that their concerns are taken seriously and will be managed appropriately, contact a business litigation attorney.
- Your lawyer can guide you and help you conduct an impartial and comprehensive investigation of the facts and make sure that an independent third party outside of the practice is evaluating the situation.
- Keep communication open and update all parties involved in the accusation on how the investigation is going and if wrongdoing is found, the practice’s employee handbook’s policies for discipline will be followed and corrective actions will be taken.
- Meet with the complaining employee to discuss the findings of the investigation as well as what actions will or will not be taken, in addition to ensuring them that you will continue to monitor everything so such problems do not continue.
Speak to an Attorney at Leiva Law Firm Today
For assistance with an employee allegation, call Leiva Law Firm at (818) 519-4465 to schedule a free consultation with a Los Angeles business litigation lawyer today.
