MANAGEMENT CONSULTING & COMPLIANCE

New York employers are subject to myriad Labor & Employment laws at every level of government: local, state and federal.

If you are a small business employing four or more employees, you could face liability under the New York State Human Rights Law, or, if you have fifteen or more employees, you could be subject to employment discrimination claims under Title VII of the Civil Rights Act of 1964, as amended.

If your business is found to have discriminated against an employee on the basis of that person’s age, race, creed, color, national origin, sexual orientation, military status, sex (including sexual harassment), disability, predisposing genetic characteristics, marital status, or domestic violence victim status, you could be liable for compensatory and punitive damages, attorneys fees and, in some cases, face exposure to individual liability.

Is Your Business A ‘Best Practices’ Employer?

Smart employers do not wait for employment discrimination claims to land on their desks. They work to prevent them. Prevention is the best weapon against exposure to discrimination claims.

Patricia M. Mulligan, Esq. has investigated well over 400 claims of discrimination, and has helped employers, small and large, to ensure that the proper policies and complaint mechanisms were in place so as to avoid or minimize the employer’s exposure to liability.

Ms. Mulligan has conducted diversity training and sexual harassment training for groups ranging in size from 25-200 attendees.

Experience has taught us that management and supervisory employees who are trained in sexual harassment awareness & prevention, as well as diversity issues, are better equipped to work to ensure that your work environment is free from inappropriate and discriminatory workplace behavior.

If you would like to be a ‘best practices employer’, or have been the recipient of a discrimination complaint, you should consider workplace training to raise awareness and sensitivity and have your current anti-discrimination policies and complaint procedures reviewed to ensure that your business is doing everything it can to minimize its’ exposure to liability in the event of a complaint.

Patricia M. Mulligan, Esq. conducts workplace investigations of employee complaints; leads workplace training on all matters involving employment discrimination, and drafts and updates anti-discrimination policies, as well as complaint procedures.

Call for a free consultation and learn what it means to be a ‘best practices’ employer.