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HR Audits can Help Minimize Exposure to Workplace Retaliation Lawsuits
Friday, August 8, 2014 7:00 AM

Retaliation claims have reportedly increased dramatically over the past 10 years. In fact, the EEOC reports investigating more than 93,000 charges of discrimination claims in 2013. Retaliation claims accounted for 41 percent of all charges, and the most frequent bases of claims across all statues are related to discharge and discipline. Kimberly Jones, an HR consultant with Credit Union Resources, says employers can reduce the risk by ensuring they have practices and policies in place to effectively handle any adverse action toward an employee.

“Workplace retaliation claims are becoming increasingly more common and more expensive for employers,” notes Jones. “In order to protect your organization against retaliation lawsuits, it is imperative that you be proactive and not reactive.”

One proactive measure credit unions can take, Jones says, is to perform an HR audit. An HR audit sets the stage in determining if the HR functions within the credit union are compliant, fair, adequate, and effective. The results of an audit can provide credit unions with the information necessary to decide what areas need improvement.

When Credit Union Resources performs an HR audit, Jones says they review a sampling of policies and procedures, employee files, forms, salary programs and other human resources areas and give the credit union a written summary of the assessment and recommendations on those areas that may need to be changed or improved.

“Retaliation claims are easier to prove than other discrimination charges, and successful retaliation claims can be very expensive for an organization,” Jones adds. “An HR audit is customized to meet your specific needs, and can be a powerful tool in assessing regulatory and policy compliance in your organization.”

To learn more, please visit If you have any questions, you may contact Jones, at (800) 442-5762, ext. 6432, or via email,