Issue of Harassment Spurs Thoughts Of Workplace Liability Protection

In the aftermath of the searing the interrogation of Justice Clarence Thomas and Anita F. Hill by the United States Senate, national attention was focused on the issue of sexual harassment.
This turn of events provides an unprecedented opportunity for owners of printing and print-related companies to educate employees on harassment and to institute a comprehensive workplace policy that guards against the most tangible consequences of such actions: legal liability, payment of major damage awards, lost productivity, and poor employee morale.

This type of policy includes training that teaches employees exactly what sexual harassment is, how to file a complaint, and, for those investigating such complaints, a step-by-step procedure for the swift determination of allegations.

In light or the Human Rights Law, passed on September 16, 2012 employers more than ever are pressed to take preventive steps against acts of bigotry and sexual harassment among workers. The statute, Chapter 1, Title 8, of the Administrative Code of the City of New York, holds employers strictly liable for the discriminatory acts or their managers and supervisors.

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Joseph Maya, an attorney with the New York City Human Rights Commission, says his organization is prepared to assist employers that are interested in putting together sexual harassment policies.
Mr. Maya recently prosecuted Packard Press, a printer that was located in Manhattan, in a sexual harassment case that began in 1985 and involved three male former employees.