Protect your 90-day employees. They are your future—if you let them stay. Disclaimer: This content is for informational purposes only and does not constitute legal advice. Please consult with a qualified employment attorney regarding specific SOD claims in your jurisdiction.
The honeymoon phase is over. For a new female employee, the first 90 days are usually a whirlwind of onboarding, training, and proving competence. But for HR departments, statistics show a troubling trend: if Sexual Orientation Discrimination (SOD) or severe gender-based harassment is going to occur, it often rears its head right around the 3-month anniversary. SOD Female Employee- 3 Months After Hiring- Sal...
Here is what a SOD complaint three months after hiring looks like, and how leadership should respond. Protect your 90-day employees
The First 90 Days: Why SOD Complaints Often Surface at the 3-Month Mark (And How to Prevent Them) But for HR departments, statistics show a troubling
To prevent the "SOD Female Employee" complaint from landing on your desk, implement these three changes immediately:
Too many female employees wait until they are "permanent" to file a complaint. Explicitly state on day one: "You do not need to pass probation to report discrimination. Reporting is protected from day zero."
If you are an HR professional, a SOD complaint at month three is a . It tells you that your hiring process is excellent (you hired diverse talent) but your retention culture is toxic.