Will a sexual
harassment claim ruin your business? In today’s litigious environment you need
to protect yourself against sexual harassment and hostile work environment
claims.
In addition to our Tax Practice, Selig & Associates also provides legal, insurance and other asset protection strategies
for business-owners and medical service providers.
By implementing an
effective Sexual Harassment Strategy today, you can protect your reputation,
your business, and your assets tomorrow.
We solve problems before they happen. To
schedule a consultation or a comprehensive evaluation of your existing plan
call Selig & Associates directly (212) 974-3435 *Our fees are Tax Deductible (IRC §162)
Start ups, small and medium sized businesses are vulnerable to
employment claims because they lack effective procedures, says David Selig
Selig & Associates can help you select the right Employment
Practices Liability Insurance policy (“EPLI”). EPLI protects Employers.
Coverage includes: discrimination based on sex, race, age or disability, wrongful
termination, harassment and other employment-related issues, including failure
to promote. FYI Interviews frequently end in litigation. For example, you
decide not to hire a pregnant interviewee and she alleges discrimination. Alternatively,
you decide [against your better judgment] to hire a person, and then have to
fire them because of their lousy work ethic and poor attendance - that same employee
may sue you for “wrongful termination”. Ouch! Additionally, Selig & Associates can help your
Company by:
1. Evaluating your potential risks, reviewing
your existing insurance policies, consulting with your insurance broker and
making effective recommendations, including employment practices liability insurance.
2. Developing
an employee handbook that contains an equal employment opportunity statement,
and clearly explains your Company's policies and procedures, e.g. attendance, discipline, complaints,
etc.
3. How to
prepare periodic performance reviews and employee file maintenance.
4. Implementing
an effective screening, hiring and employee discharge program, e.g. avoiding undesirable employees,
firing problematic employees.
5. Conducting
background checks.
6. Publicly
disseminated “ZERO TOLERANCE POLICY” e.g.
discrimination, harassment, substance abuse, etc.
7. Develop a
record-keeping policy that documents employee issues, and what the Company did
to resolve the problem.
Employment Law in a Nutshell
A.
Title VII of the Civil Rights
Act of 1964, which prohibits discrimination on the basis of race, color,
religion, national origin and sex. It also prohibits sex discrimination on the
basis of pregnancy and sexual harassment.
B.
The Equal Pay Act of 1963,
which prohibits employers from paying different wages to men and women who
perform essentially the same work under similar working conditions.
C.
The Civil Rights Act of 1966, which
prohibits discrimination based on race or ethnic origin.
D.
The Immigration Reform and
Control Act of 1986, which prohibits discrimination on the basis of national
origin or citizenship of persons who are authorized to work in the United
States.
E.
The Americans with Disabilities
Act of 1990, which prohibits discrimination against persons with disabilities.
F.
The Bankruptcy Code, which
prohibits discrimination against anyone who has declared bankruptcy.
G.
Equal Employment Opportunity
Act of 1972, which prohibits discrimination against minorities based on poor
credit ratings.
H.
The Age Discrimination in
Employment Act, which prohibits discrimination against individuals who are age
40 or older.
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