Wednesday, November 8, 2017

Attorneys Predict 293% Increase in Sexual Harassment / Workplace Lawsuits (Selig & Associates can help)

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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