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The Employment Life Cycle, Part 5: Sexual Harassment Training Requirements Expanding


From early-stage startups to the Fortune 50, companies who fail to identify and integrate legally sound employment practices risk enormous and avoidable harm. It's not enough to hire a talented employment litigator after a relationship has already gone south—the key to protecting your company is a proactive posture in adherence to jurisdictional standards and demonstrable respect for current, former and prospective employees. In Part 5 of this series, Deena Merlen (Partner, Reavis Page Jump LLP) details the extensive developments in the expansion of sexual harassment training requirements in the wake of the #MeToo movement.

 

The Employment Life Cycle (Index):

Part 1:  What Do You Need to Know?

Part 2:  Posting Jobs & Screening Applicants

Part 3:  Interview Best Practices

Part 4:  Don't Overlook Employment Agreements

Part 5:  Sexual Harassment Training Requirements Expanding



Tags: employee employer employment employment law legislation sexual discrimination sexual harassment statute of limitations Hostile Work Environment training diversity employment litigation #MeToo Reavis Page Jump LLP inclusion Deena R. Merlen New York State New York City Connecticut California law New York state law
Topics: Employment Law Litigation Diversity & Inclusion

DISCLAIMER: Because of the generality of this material, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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