Protecting Clients:
Employee Lawsuits, Whistle Blowing, and Unionization

The single greatest source of frustration and anger for employees on all hierarchical levels is their immediate supervisor!

Full compliance to labor laws is important, but it doesn't stop employee lawsuits: if employees want to sue, they will, regardless of grounds. And while the employer might eventually win the lawsuit, the cost of defending it is enormous. In employee lawsuits, your client loses no matter what.

What makes employees want to sue has less to do with the company's actual compliance than it does with how they feel about the company and their managers. The same is true for external whistle blowing and unionizing. Employees sue, blow the whistle or unionize when they are frustrated and angry, whether or not they have a winnable case.

A well validated study shows that the single greatest source of frustration and anger for employees on all hierarchical levels is their immediate supervisor! Other research reveals that when employees are frustrated and angry it tends to be with their managers, not with the company. Thus a manager's skill in relating to employees has everything to do with whether or not an employer can avoid employee lawsuits, whistle blowing, and unionization.

The Veritas Group has designed interventions that minimize your clients' exposure to employee lawsuits, whistle blowing, and unionization by altering the fundamental conditions that promote them. These include:

• Assessment of labor relations and employee attitudes.
• Identification of current and potential lawsuit conditions.
• Establishing of a culture trust and openness.
• Design of whistle blowing prevention processes
• De-escalation and stabilization of conflict situations.
• Workplace complaint assessment and investigation.
• Litigation support.