by Sahara Pynes, HR Solutions Group/Training Mavens
Many federal, state and local laws addressing discrimination and harassment include provisions protecting employees who complain about discrimination and harassment from retaliation.
In this guide, learn about:
- Step 1: Understand what constitutes protected activity
- Step 2: Timely document all employee discipline and performance issues
- Step 3: Draft and distribute a zero tolerance retaliation policy
- Step 4: Conduct supervisory training regarding retaliation
- Step 5: Provide training on retaliation to all employees
- Step 6: Establish a multichannel complaint system
- Step 7: Respond effectively to the complaining employee
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About the author
Sahara Pynes
Employment Lawyer, Fox Rothschild LLP
Sahara Pynes is an employment law attorney who focuses on minimizing liability by providing preventative counseling and practical strategies on a range of employment issues. She works with management on issues related to employee engagement and retention, drafts customized employee handbooks and personnel policies, develops and implements employment contracts, noncompetition agreements, independent contractor agreements and implements reductions in force.
Sahara offers advice and counsel with regard to sexual harassment complaints and investigations, reasonable accommodations, employee classifications, paid sick leave compliance, leaves of absence coordination, and compliance with various federal, state and local employment laws. She also provides training on a wide range of employment law topics including harassment, interviewing and hiring, effective communications, management of leave laws, managerial intelligence and sensitivity issues.
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