Employment Discrimination, Harassment, Whistleblower Protection Act And Retaliation Prevention
Today’s diverse workforce provides businesses with new perspectives and even new challenges. Employers are tasked with maintaining a fair and safe work environment and protecting their assets and interests. Federal, state and local laws provide protection against employee discrimination based on race, national origin, sex, age, religion, and disability. Approved Dispute Resolution has extensive experience with a myriad of laws governing the workplace, including Title VII of the Civil Rights Act of 1964, the Civil Rights Act of 1991, the Equal Pay Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act of 1990, the Family and Medical Leave Act of 1993, the Fair Labor Standards Act, the WARN Act and many others. Our experienced dispute resolution professionals are available to offer counsel on how your business can develop strategies to prevent discrimination, harassment, and retaliation in the workplace.
In the event of an employment discrimination, harassment, whistleblower or retaliation claim, Approved Dispute Resolution has the experience and resources necessary to assist you in resolving your legal dispute.We recognize the burden of a drawn-out lawsuit, and our goal is always for a quick resolution. However, when litigation is unavoidable, you can be confident that your employment discrimination, harassment, whistleblower, and retaliation cases are always in the most capable hands with Approved Dispute Resolution.
Sexual harassment lawsuits may be filed in Florida for a number of claims, such as unwanted sexual advances, offering employment benefits for sexual favors, and other forms of verbal, physical, and visual harassment. Both genders may file sexual harassment claims, and the parties are not required to be of the opposite sex.
Although employers cannot oversee every move their employees make, the employer will reduce its risk of losing a sexual harassment lawsuit if certain preventative measures are taken. The employer should be able to show that reasonable care was taken to either prevent or correct the inappropriate behavior and that the alleged victim did not take advantage of the employer’s actions to prevent or correct the behavior.