Many employers are confronted with claims of sexual harassment. The law requires organizations to create and maintain clear and established policies and procedures regarding sexual harassment. Clearly, prevention is the best option in eliminating sexual harassment in the workplace. RPNA works with employers to take the necessary steps aimed at preventing sexual harassment. Our attorneys work with clients upfront to establish clear and practical written policies and grievance procedures, as well as to assist clients to take immediate and appropriate action when an employee submits a complaint.
RPNA attorneys are regularly called upon to perform state mandated training for managers and to conduct audits of sexual harassment policies and procedures, as well as to devise and execute training programs dealing specifically with sexual harassment. Our expertise in preventing, handling and defending sexual harassment spans many industries and on behalf of a wide range of employers, including large corporations, small businesses and non-profits, among others.
RPNA’s expertise in effectively dealing with sexual harassment claims often results in the swift resolution of a problem before formal mediation or litigation can occur, thus saving our client substantial time and resources. When preventative measures do not resolve the challenge at hand, our attorneys vigorously defend clients before administrative agencies, arbitrators, mediators and in court.
Our extensive appellate expertise pertaining to labor and employment law also allows our attorneys to advocate our clients’ rights at the very highest levels when necessary. The success of RPNA’s litigation expertise, particularly regarding sexual harassment, is predicated on the proven capability of the firm’s litigators to synthesize sensitive, staff related problems into clear and persuasive arguments.