Keep Your Lunch Money

Keep Your Lunch Money



Keep Your Lunch Money!!!
Ahh,​ we​ all remember the​ bully from grade school who performed his usual schoolyard shake down on​ anyone who was intimidated enough to​ make with the​ lunch money or​ go home with a​ shiner on​ the​ eye .​
However,​ many of​ our childhood stories of​ bullies end up in​ some kid finally having the​ courage to​ stand up and say ‘ENOUGH is​ ENOUGH!’
Times haven’t changed all that much when it​ comes to​ the​ workplace .​
Increasingly,​ employees are educating themselves,​ (or in​ some cases,​ educated by others) on​ the​ vulnerability of​ an​ employer when it​ comes to​ claims made through the​ department of​ labor.
We’ve all heard of​ the​ thousands of​ law suits that yield tenacious employees millions of​ dollars .​
Disgruntled employees looking for the​ quick buck may just set their sights on​ an​ unsuspecting but well-intentioned employer .​
So how do we​ stand up to​ this bully?
Many are saying it​ will cost the​ employer less to​ just ‘pay the​ employee off and get rid of​ them’ to​ avoid the​ cost of​ a​ lengthy legal battle .​
To those,​ the​ time has come to​ say,​ ENOUGH is​ ENOUGH!
When investigating a​ claim from the​ employer’s end,​ the​ first question,​ and often the​ most difficult to​ answer,​ is​ was the​ scenario intentional .​
In other words,​ does the​ employee have a​ valid claim? In some cases,​ the​ employee may have been mistreated and not given ample opportunity to​ resolve the​ matter .​
However,​ in​ other cases the​ claim is​ without basis and many times out right fraudulent .​
The line must be drawn here .​
By creating an​ industrial culture that fosters ‘extortion’,​ we​ simply perpetuate the​ situation and welcome more claims and more costly legal battles.
When confronted with a​ clearly fraudulent claim,​ FIGHT IT .​
Examine your documentation,​ have your HR Representative assist you in​ constructing an​ explanation of​ the​ facts .​
This is​ what the​ Department of​ Labor is​ most interested in​ .​
And as​ we​ all know,​ he with the​ most documentation WINS .​
You may find yourself threatened by representatives from the​ claimants party with promises of​ lawsuits or​ other legal action,​ but fear not .​
Bowing out gracefully only encourages this type of​ behavior .​
As an​ employer,​ particularly one with a​ sizable bank account,​ you are a​ sizable and worthwhile target .​
Minimizing your liability requires strong documentation policies and ethical labor practices.
If presented with a​ claim,​ consult your HR Representative or​ a​ company that does HR consulting immediately and invest the​ time in​ presenting a​ concise,​ detailed and factual response to​ the​ DOL .​
Fight it,​ all the​ way to​ the​ top if​ you have to​ but FIGHT IT .​
Particularly if​ your company’s integrity is​ at​ stake .​
ENOUGH is​ ENOUGH.




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