Workplace Harassment Programs & Other Training and Counseling

Anti-harassment policies are both a sword and shield: a sword to prevent or stop harassment and a shield to protect your company from liability. Our labor & employment attorneys draft anti-harassment policies designed to prevent workplace harassment and encourage employees to raise concerns through an internal grievance process so that you can attempt to resolve such concerns before they escalate to litigation.

We conduct anti-harassment training of business owners and management personnel to help them develop the skills to prevent, identify, and respond effectively to workplace harassment. We also conduct training for rank-and-file personnel to raise awareness of and eradicate inappropriate conduct, provide employees with tools to resolve their concerns without the need for litigation or intervention by an administrative agency, and give you a more viable defense to certain types of harassment claims.

When internal harassment complaints are made, we assist employers in investigating and resolving those complaints. We also offer counsel and advice designed to help prevent future complaints from arising.

In addition, our attorneys provide training and counseling to employers on a  host of “best practices” to promote compliance with employment laws and regulations and minimize risk when making important decisions regarding their employees, including:

  • Lawful hiring practices, including pitfalls to avoid while selecting and interviewing applicants, job-related pre-employment inquiries, and how to properly handle pre-employment drug testing and background checks
  • Efficient and effective documentation designed to reduce the risk of liability from claims pertaining to disciplinary and termination decisions 
  • Responding to employee requests for disability and pregnancy accommodations and leave under the Family and Medical Leave Act (FMLA) and similar state laws
  • Wage and hour compliance, including proper classification of workers (employee vs. independent contractor, and exempt vs. non-exempt) and issues pertaining to deductions from wages, breaks, overtime, travel time, and payments upon separation from employment
  • Litigation prevention and avoidance techniques, generally