The Workplace

Prominent New York lawyer Construction accidents prompt employers to take a stand against sexual harassment at work

"The entrepreneurs who want to manage risk and establish a productive working environment for their employees, "said New York attorney Perecman" must protect their workers, taking all necessary precautions to prevent sexual harassment occurring in the workplace. "

Perecman said that the problem can also be found in places not usually associated with cases of discrimination, such as disorderly conduct in New York City construction sites. In a recent case involving Bianca Wisniewski, a security coordinator of the project, and Steve Greco, a lift engineer who worked on the same site Wisniewski, that the allegations that he sought and asked GRECO several times against their will, while his employer did nothing despite their pleas for help.

"Although," Perecman said, "whichever Wisniewski no typical situation, because in this case an employee of a company is making a claim against an employee of another company and therefore can be difficult judge, failure to adopt a sexual harassment proactive and aggressive in the workplace can result not only in expensive litigation, but a loss of morale, decreased productivity, increased absenteeism, increased health costs and higher turnover of employees.

New York construction accident lawyer David Perecman urges companies to adopt a firm stance against sexual harassment by establishing a policy for all employees to follow, which is a high priority for the company and distribute a copy to all workers and supervisor who works at the site, and all third party suppliers and customers.

"Employees need understand the seriousness of sexual harassment "Perecman said." Companies must be specified in a policy document of the company in no uncertain terms that this type antisocial behavior workplace will not be tolerated. "

The starting point, David Perecman says, is preparing a document are very visible on following general policy:

* A commitment to eradicate and prevent sexual harassment in the workplace.

* A definition of sexual harassment, which recognizes two types of legal reasons for an employee alleging sexual harassment:

1. Quid Pro Quo, when a person of authority demands sexual favors from a subordinate, as condition of their employment, or to obtain a benefit of employment.

2. hostile work environment, generally defined as unwelcome sexual advances, requests for favors sexual and other verbal or physical sexual nature.

* An explanation of sanctions, including dismissal, the employer imposed for disciplinary purposes sexual harassment.

* A detailed description of procedures for employee complaints to follow. List of additional resources, or contact persons, available for consultation.

* A commitment to keep all sexual harassment complaints and personnel actions of confidentiality.

"The issue of establishing clearly defined grievance procedures, "Perecman said," is very important, but can be complicated, especially in environments work such as construction, where employers often have several employees who work closely with others. "From the perspective of a lawyer New York Construction accident, Perecman recommends that victims of sexual harassment should follow the company policy. However, if there are none, it encourages victims to complain of his first patron. If the owner does nothing and the situation persists, the victim should go for employment, or discrimination lawyer.

About the Author

David Perecman, New York personal injury attorney, fights for construction workers rights and has been recognized by several leading lawyer sources including New York Law Journal, SuperLawyers and Lawdragons. David Perecman, along with the rest of his legal team at The Perecman Firm, offers advice to workers who’ve been injured in construction accidents.

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