Bill O’Reilly’s precipitous exit from Fox News is another reminder that business owners need to take a closer look at their workplace harassment policies and how they are implemented throughout the organization. First and foremost, workplace harassment policies need to include a mandatory provision where an employee is responsible for immediately reporting an issue of workplace harassment. Second, the policy should include a strong statement on how the organization will not permit, condone, or allow any kind of retaliation against any employee who files or pursues any kind of workplace harassment complaint or who participates in any workplace investigation. Third, the policy needs to be consistently enforced, and should a workplace harassment arise, a proper and thorough investigation should take place immediately. However, even the most well-written harassment and sexual harassment policies are meaningless unless such policies are consistently applied from top to bottom in an organization. To learn more about how to properly create and execute harassment policies, listen to this week’s Telebrief here.
Also in this week’s Telebrief: What we can expect now that Phil Miscimarra is now the nominated chair of the National Labor Relations Board, and details regarding the newly introduced Working Families Flexibility Act of 2017.
Questions about arbitration agreements or other topics from this week’s Telebrief?
About the Telebriefs®
The Telebriefs® are 30-minute, information-packed phone calls geared towards executives, HR directors, supervisors, managers, and business owners. Join Howard K. Kurman, as he discusses employment law developments occurring over the past two weeks that will most significantly impact employers nationwide. These twice-monthly phone calls are an easy way to stay current and compliant with the latest employment law developments that will significantly affect you and your company. The goal is to provide information and insights to help executives stay current with the latest workplace law developments and in front of trends, to enable proactive policy-making and management. Our guarantee: You will learn something useful, on every call!
About the Presenter
Howard K. Kurman is an employment attorney. Mr. Kurman regularly counsels clients on all aspects of proactive employment/labor issues. He represents employers ranging in size from as small as 20 employees to those employers with geographically disparate locations consisting of over 4,000 employees. Mr. Kurman assures, through regular contact with his clients, that they promulgate and maintain the most effective employment policies that will, to the extent possible, minimize their legal exposure in today’s litigious workplace. Mr. Kurman offers advice on employee handbooks, employment agreements, and covenants not to compete as well as confidentiality and non-disclosure agreements. Previously, Mr. Kurman was the chair of the firm’s Labor & Employment Practice Group.
You can connect with Offit Kurman via our Blog, Facebook, Twitter, Google+, YouTube, and LinkedIn pages. You can also sign up to receive Law Matters, Offit Kurman’s monthly newsletter covering a diverse selection of legal and corporate thought leadership content.
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