Hence the word "hopefully".
Bull. If someone comes to my office and says my employee Joe Schmoe is stealing copper from job sites and I know Joe as a good employee, I'm going to ask for evidence. If he has none, the accuser's getting admonished as I boot him out of my office. Likewise, if I'm a good employee and my employer asks me to defend myself based on someone's accusation with no evidence, you've just created a disgruntled employee. I understand that there are situations that must be investigated; hence again why I stated there needs to be consistent and objective policy on if, when and how. And, no, media outlets do not have a responsibility to report "any rumor or accusation".
I have seen first hand many people pulled into HR based on an employee complaint. I was part of an "investigation" where one of my staff members accuse another of racial bias. And let's be clear in this case we don't know what evidence they have or don't have.Hence the word "hopefully".
Bull. If someone comes to my office and says my employee Joe Schmoe is stealing copper from job sites and I know Joe as a good employee, I'm going to ask for evidence. If he has none, the accuser's getting admonished as I boot him out of my office. Likewise, if I'm a good employee and my employer asks me to defend myself based on someone's accusation with no evidence, you've just created a disgruntled employee. I understand that there are situations that must be investigated; hence again why I stated there needs to be consistent and objective policy on if, when and how. And, no, media outlets do not have a responsibility to report "any rumor or accusation".
Hence the word "hopefully".
Bull. If someone comes to my office and says my employee Joe Schmoe is stealing copper from job sites and I know Joe as a good employee, I'm going to ask for evidence. If he has none, the accuser's getting admonished as I boot him out of my office. Likewise, if I'm a good employee and my employer asks me to defend myself based on someone's accusation with no evidence, you've just created a disgruntled employee. I understand that there are situations that must be investigated; hence again why I stated there needs to be consistent and objective policy on if, when and how. And, no, media outlets do not have a responsibility to report "any rumor or accusation".
Yes, you must investigate complaints of racial discrimination whether you have evidence or not. So you better have policy with how to deal with it! Believe me, I've had to deal with it. The last case I had investigated per policy it was determined that there was no race discrimination. I quickly and quietly removed the accuser.
And good on you. And I would take on HR to protect my good employees. And there better be good justification for an accusation without evidence.
Yes, you must investigate complaints of racial discrimination whether you have evidence or not. So you better have policy with how to deal with it! Believe me, I've had to deal with it. The last case I had investigated per policy it was determined that there was no race discrimination. I quickly and quietly removed the accuser.
As to news organizations, it's time they return to "fair and unbiased". But let's not get into that here!
Yes. Until investigations and punishment guidelines are made and communicated, the commish, having seemingly unilateral authority, will not be a popular man.
The perception is that Matthews, Peppers et al are players being accused and investigated of doping in order to mete out punishment. That's behind Rodgers "judge, jury and executioner" comment that Rodgers blames the players (NFLPA) for not preventing by signing the current CBA. I've had little CBA experience so I'm not arguing who's to blame with the current CBA or why Goodell has the power he has - but rather arguing that, as a good steward and leader of an organization, undefined authority and accountability is bad and unfair business practice and must be changed.