Did you know that harassment in the workplace isn’t defined solely on how other employees treat you? Harassment can be carried out verbally, with employees telling dirty jokes and poking fun at you in malicious ways. If you have experienced any type of harassment, you have right to hire a harassment attorney, who can help you get company employees to stop their inappropriate comments, touching in inappropriate ways and other acts that go against company policies that taunting you, such as working off the clock and not being allowed to leave until a manager decides your work is completed satisfactorily.Many companies struggle when a harassment attorney is hired, because dealing with an employee that has been discriminated against can cost the company. The cost could be cheaper for companies who train their employees against employment law discrimination, before harassment occurs in the work place, and someone finds a need to file a lawsuit.For those who are in charge of hiring and dismissals, knowing what constitutes employee discrimination is beneficial. Company heads may also want to teach employees in their HR department what they can do under employment law discrimination regulations, when hiring or firing employees. However, it’s beneficial to teach all company employees what is considered harassment in the workplace, so it can be prevented before occurring.Is having harassment training beneficial?Employers may save their companies additional money in lawsuits if they adapt a no-tolerance policy toward harassment. This way, employees (who have been discriminated against under employment law discrimination statutes and also harassed) would not have to hire a harassment attorney to sort out unpleasant issues.Having an attorney will definitely benefit an employee who thinks they have been discriminated against, based on employment law discrimination regulations. Employment law discrimination may be hard to prove, thus employees will need an experienced attorney (who is familiar with the complexity of employment law discrimination) to win their cases.Will it hurt your opportunity to file a lawsuit for violating your rights under employment law discrimination regulations, if you are fired and later work for a competing retailer? It may, if you signed non compete contract or clause before starting work with a competitor. If you live in a right-to-work state, it may not matter if you sign the non-compete contract after before you started working for the employer you are suing. Depending on the circumstances, a former employer can have the stipulations in a non-compete contract upheld. This is why it may be best to consult your attorney before deciding to sue based on employment law discrimination regulations and a non-compete contract. Even if you plan to go into business for yourself (depending on the wording on any non-compete contract you signed before getting fired), you may not be able to open your business for a period of time, because you signed a non-compete contract. This is why employees need attorneys who are familiar with harassment and employment law discrimination regulations in the workplace. Harassment attorney can guide you as to how to document harassment, verify discrimination and harassment that has taken place, and advise you what you can and cannot do if you have signed a non-compete agreement.
It can be an exciting time for a business owner when their business has grown large enough to employ people to continue with the required expansion. However, there are some key points that every new employer should be aware of so they do not fall foul of employment laws that regulate employers and their employees.1. Employers should issue an employment contract within 12 weeks of an employee’s start date. Failure to do so could mean that an employer has immediately broken the law. The contract should outline the terms and conditions of employment and include things such as remuneration, working hours, holiday allowance and holiday pay.2. Ensuring that a business employs the right people is important and during the employment process care should be taken not to discriminate in any way against potential employees, this includes discriminating on the basis of age, race and disability.3. The National minimum wage should be a consideration as this varies according to age of employee.4. Job descriptions are an important part of employing staff. If staff do not have clear and defined roles outlining their duties and exactly what is expected of them then this can lead to constructive and unfair dismissal cases.5. The grievance policy should be set out and explained clearly at an early phase of an employee’s employment. An employee has a right to express a grievance either with their line manager or know the protocol if the grievance is with their line manager. Failure to clearly outline this policy can also lead to employers being taken to an employment tribunal.It is important for employers to realise that employee’s have rights in the workplace and that failure to observe these rights can lead to breaches of employment law. It is becoming increasingly common for employee’s who have been on the receiving end of a breach of employment law to seek the specialist help of employment lawyers who are experts in helping them obtain justice.This help is not just for the employee though employers are increasingly employing the services of employment law specialists to help them either prevent potential breaches of the law by drawing up employment contracts or providing terms and conditions for them to give to employee’s. In some cases employers will use employment solicitors to act on their behalf if an employee does decide to try and take the employer to an employment tribunal.