“A best practice right now for employers is for them to at least review their policies and ensure that they do have something that provides for harassment in remote situations or when you are working outside of the office,” said Peter J. Woo, vice chair of Goldberg Segalla’s Employment and Labor practice.
Peter spoke to Business Insurance about the risks of harassment claims that arise when employees shift to a remote environment and solely digital communication—risks that are heightened in virtually every industry today because of the coronavirus pandemic and the quarantining measures that state and local governments are taking to stop it.
“Most employers have that,” Peter told Business Insurance. “I always have that in my handbooks that I draft for my clients.”
Attorneys on Goldberg Segalla’s Employment and Labor team view our representation of employers as a strategic partnership aimed at protecting the enterprise and its leaders while helping the organization advance its management philosophy and maintain its company culture. We understand the risks employers face, along with the pressures placed on management, because attorneys on this team have experienced them firsthand as in-house counsel and human resources officers at various companies in multiple industries.
Because every decision an organization makes with respect to managing its workforce can entail risk, every decision deserves qualified legal counsel to help reduce potential litigation and threats to the employer’s brand and its bottom line. Whether providing proactive counsel or vigorously defending an employer in litigation, arbitration, or an administrative action, we bring that business-judgment perspective to every matter—always with an eye toward preventing future conflicts or complications. Our ultimate goal for every client is to reach cost-effective resolutions that make sense for their business now and into the future, so we work deliberately at every stage to reduce our clients’ legal expenses, case length, and settlement costs.