A. You can never completely protect yourself from employment related problems. What you can do is communicate your workplace values and expectations. Tell employees exactly and frequently what you expect from them in terms of behavior and performance. Help employees feel good about their contributions, ask questions and listen to responses carefully.

For those employees who do not fit with your culture and values and do not meet expectations, ask yourself the following question: “If this employee voluntarily left today, would I, or anyone else, be sorry to see them go?” All of us face this situation eventually. In order to avoid problems, be sure your documentation is in order, is accurate and is clear. Always be consistent in how you treat employees and hold them accountable. Make sure your managers and supervisors know the importance of being objective.

Develop a user-friendly complaint process and be sure not to make assumptions. Ask yourself two additional questions: “What mechanisms do I currently have in place for employees to resolve grievances?” and “What steps have I taken to ensure that my managers and supervisors follow the procedures every time.”

As your company grows, consider the value of adding an experienced HR professional to your staff. When you start spending too much time on these issues and not your core business, the time might be near. Also, remember to use your legal counsel when needed.