Workplace harassment of all kinds is unfortunately common today, and, specifically for employers, the cause of numerous liability issues. As revealed in the Equal Employment Opportunity Commission’s (EEOC) recently published document, “Select Task Force on the Study of Harassment in the Workplace,” nearly a third of the approximately 90,000 charges of discrimination filed with the agency in the last year included allegations of workplace harassment. As a result of this, the EEOC has detailed a three-pronged strategy to hopefully reduce the number of workplace harassment charges in the workplace. To begin, the EEOC highly recommends live interactive delivery as the preferred method of educating and training employees, including supervisory and management staff. The training should not only cover the legal requirements of employment discrimination laws, but should describe conduct that if left unchecked might rise to the level of illegal harassment. In addition, the training should be specifically tailored to the employer’s workplace and, when English as a second language is applicable, should be offered in more than one language. To learn more about the EEOC’s recommendations to reduce harassment in the workplace, listen to this week’s Telebrief here.
Also in this week’s Labor & Employment Telebrief: recent developments in the world of non-competes and differing opinions on the Department of Labor’s (DOL) Persuader Rule.
ABOUT THE TELEBRIEFS®
Geared to executives with employee relations responsibilities (HR directors, supervisors, managers, business owners), Labor and Employment Telebriefs® are information-packed 30-minute briefings via the telephone. Telebriefs® provide information and insights to help executives stay current with latest workplace law developments and in front of trends so as to enable proactive policy making and management. On the 2nd and 4th Wednesday of each month, from 9 – 9:30 am ET, join Offit Kurman Labor & Employment Chair Howard Kurman, as he discusses developments occurring over the past two weeks that will most significantly impact employers nationwide. The focus is squarely on the practical. Why is this event significant for employers? What are the lessons to be learned or actions taken? These twice-monthly teleconferences are an easy way to stay current and compliant with the latest Labor and Employment law developments that will significantly affect you and your company. Our guarantee: You will learn something useful, on every call! If you have any questions regarding labor and employment issues, please contact
Howard Kurman: firstname.lastname@example.org | 410.209.6417
ABOUT HOWARD KURMAN
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.
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