©2019 The Associated General Contractors of America, Inc.
Jennifer H. KayOf CounselOgletree Deakins
October 11, 2019
Top HR Best Practices Contractors Should Adopt to Avoid Getting Sued
Construction HR & Training Professionals Conference
Employment Law Update and
Best Practices
.
Presented by
Jennifer H. Kay (Chicago, Illinois)
© 2019, Ogletree, Deakins, Nash, Smoak & Stewart, P.C. ogletree.com
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Today’s Discussion
◼ FLSA Update: Part 541 Salary Test
⚫ Updating requirements for Overtime Pay
◼ Misclassification – the ongoing saga with Independent
Contractors
◼ Harassment Refresher
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Changes to the “Salary Test” for Exempt Employees:
Employers Need to Review Classification
of Exempt Employees
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Paid on a Salary Basis means:
◼ Employee must receive a predetermined amount
constituting all or part of the employee’s compensation
each pay period;
◼ The predetermined amount may not be reduced due to
variations in quality or quantity of work;
◼ Employee paid full salary regardless of hours worked
in the work week, but no pay if no hours worked.
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
New Minimum Salary Threshold◼ $684 per week (formerly $455 per week)
◼ $1,368 bi-weekly (formerly $910 bi-weekly)
◼ $1,482 semi-monthly (formerly $986 semi-monthly)
◼ $2,965 monthly (formally $1972 monthly)
◼ $35,568 annually (formally $23,660 annually)
Effective Date: January 1, 2020
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Nondiscretionary Payments to Meet
Test◼ 10% of Minimum Salary level may be nondiscretionary
bonus, incentive, or commission payments.
◼ Nondiscretionary payments must be paid annually but
can be paid more frequently.
◼ “Catch-up” payment to meet minimum 10% is
permissible if made in first pay period of following year.
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Highly Compensated Employees
◼ New regulations also change the threshold for a Highly
Compensated Employee (HCE)
⚫ New Standard Total Compensation: $107,432
◼ Other regulations for HCEs did not change.
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Actions To Take Now
◼ Evaluate jobs impacted by the new salary threshold
⚫ Will currently exempt positions receiving less than the new
threshold receive a pay increase or will they be reclassified?
⚫ Confirm that exempt employees meet the “duties” test
◼ Confirm that highly compensated employees meet
other exemption criteria
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
The Independent Contractor Saga Continues:
Making Sure Your Independent Contractors
Are Not Employees
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
EE or IC: This is the questionContinues to be a challenge for employers because there
is no single applicable legal standard.
• Depends on the law, state, court, or agency
• But, there is a Common theme: Is the worker truly independently in business for himself or is he controlled by and reliant on your business?
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
FLSA Economic Realities Test1. The extent to which the services rendered are an integral part of the principle’s
business;
2. The permanency of the relationship;
3. The amount of the alleged contractor’s investment in facilities and equipment;
4. The nature and degree of control by the principal;
5. The alleged contractor’s opportunities for profit or loss;
6. The amount of initiative, judgment, or foresight in open market competition
with other required for the success of the claimed independent contractor;
7. The degree of independent business organization and operation.
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
IRS Three Category Test
◼ Behavioral control
◼ Financial control
◼ Relationship of the parties
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
“ABC” Test Used By Many StatesNo balancing test—the company must overcome the presumption of employees status by proving the following three requirements:
1. The worker is free from direction and control in the performance of the service, both under the contract of hire and in fact
2. The worker’s services must be performed either (i) outside the usual course of the employer’s business or (ii) outside all the employer’s places of business
3. The worker must be customarily engaged in an independently established trade, occupation, profession, or business of the same nature as the service being provided
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Best Practices for IC status
• Enter into a written contract with ICs—not controlling but essential!
• Require ICs to be set up in a separate legal entity, and require proof of good standing for same
• Where applicable, ensure that ICs have multiple routes or territories, which would require them to employ helpers or employees
• Avoid permanent relationships—establish an expiration date in the contract not to exceed one year at the longest
• Avoid termination at will language in contract
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Best Practices (continued)• Allow the IC to hire employees to assist him/her with the
services and/or to perform services in his/her place without prior company approval
• Allow the IC to negotiate contract terms (e.g., rates)
• Require payment by the job—not hourly—and avoid paying any set salary
• No exclusivity: allow IC to work for other customers, to advertise his/her services to others through his/her own business cards or other advertising materials
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Best Practices (continued)
◼ Allow the IC to control the economic aspects of
his/her business by, for example:
⚫ Requiring significant investment in all equipment
necessary to perform the service
⚫ No reimbursement of business expenses
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Best Practices (continued)⚫ No provision of subsidies, privileges, goods,
services, or facilities at a discount or free (e.g.,
providing an office or office equipment for IC use)
⚫ Provide an opportunity for profit or loss based on
managerial skill by allowing the IC to make his/her
services available to the market, accept or
refuse work for your Company (document)
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Avoid Control◼ Avoid CONTROL over the manner and means in which services are
performed, such as
⚫ Specific work hours or mandated work at company offices
⚫ Designated break/lunch periods
⚫ Specific techniques
⚫ Employee handbooks or policy manuals
⚫ Training programs
⚫ Grooming provisions
⚫ Noncompetition provisions
⚫ Mandated dress code or uniforms
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Different Treatment of ICs◼ No use of conventional discipline for ICs (say that
breach of contract may result in contract termination)
◼ Allow the IC to own or obtain an equity interest in the
business that can be sold to others without prior
company approval for profit or loss
◼ No benefits or vacation
◼ Do not include ICs in employee meetings or
employee training sessions
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Worksite Harassment:
A Challenge When Multiple Employers
At The Same Place At the Same Time
Understand Your Obligations to Your Employees
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Many Laws Protect Against
Discrimination
Protected Classes Include: Race, Color, National Origin,
Sex, National Origin, Age, Disability and other classes as
defined by state or local law (such as marital status and
parental status).
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Discrimination in Employment
◼ Laws (federal, state, local) protect employees and
applicants from discrimination and retaliation because
of protected class status. This includes decisions
regarding hiring, discipline, termination, promotion,
compensation, training, and any other term or
condition of employment.
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Multi-Employer Worksites
◼ Employers must provide a work environment free from
harassment for their employees.
⚫ Your employees cannot harass one another
⚫ Your employees cannot harass another employer’s
employees
⚫ Your employees are not required to tolerate harassment from
employees of other employers
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
What is Harassment?
◼ Unwelcomed Conduct
◼ Based on Protected Class status
◼ Sufficiently severe or pervasive to alter conditions of
employment and/or create an abusive work
environment
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Practical Strategies
◼ When in doubt about the propriety of a remark, don’t
make it
⚫ How would you feel if it were made to one of your loved
ones?
⚫ Would you be uncomfortable if the whole company knew you
said it?
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Practical Strategies
◼ Think proactively about how a remark or message
might be received, including:
⚫ Who is delivering it,
⚫ Who will receive it, and
⚫ The context
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
Best Practices
◼ Review/Update your Harassment Policy often (every
year is recommended)
⚫ Include statement of intolerance for harassment by
employees of other employers
◼ Train Supervisors to identify and report harassment
◼ Train Employees on your Company policy and how to
report any experienced or observed harassment
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Jackson / Kansas City
Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix
Pittsburgh / Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
QUESTIONS