By: Angela C. Wetherby
Workplace harassment is a concern for employers operating in the public and private sectors. Lawsuits and other claims based on workplace harassment can be very costly to employers, both from a financial standpoint and in terms of the public’s overall perception of the subject employer. This is because workplace harassment amounts to a form of employment discrimination that is expressly prohibited by state and federal statutes. For example, in Michigan, the Elliot-Larsen Civil Rights Act (“ELCRA”) specifically prohibits discrimination based on race, sex, color, age, religion, national origin, height, weight, or marital status. See MCL 37.2202.
One of the ways in which employers can attempt to both protect their employees and limit exposure to liability based on claims of harassment in the workplace is by designing and implementing a written harassment policy. A harassment policy should include various components, including, but not limited to, a definition of wha constitutes harassment, a clear statement prohibiting harassment in the workplace, and an easy-to-understand procedure that allows employees who believe that they have been the victims of harassment to assert a formal complaint. If an employer receives notice from an employee that he or she has been subjected to harassment, it is important that the employer promptly investigate the complaint and take appropriate remedial action.
If you are interested in creating a workplace harassment policy or would like assistance in responding to a harassment complaint, I strongly encourage you to seek the assistance of legal counsel. The attorneys at Inosencio & Fisk, PLLC, have experience in assisting clients with issues of this nature.
This website and the contents thereof is designed for general information only and information should not be considered as formal legal advice nor the formation of an attorney/client relationship. The purpose of this post is to provide a brief and general overview. It is important to consult with an attorney relative to whether a trust is right for you as there may be other estate planning options that are more suitable for your particular situation.
If you have any questions regarding estate planning, please contact Inosencio & Fisk, PLLC, at (517) 796-1444.