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FOCUS on workplace issues


    


 


hold employers responsible for maintaining a non-discriminatory workplace free of harassment, intimidation and retaliation. In      against men and women in politics, business and entertainment. Increasingly, this has raised questions in the minds of business owners about how to maintain a non-discriminatory workplace, which is further complicated by the   


F


  with employees working from home, client  different cities, counties, states and countries. This presents unique challenges regarding compliance with employment discrimination  training and a simple process for employees to inform human resource personnel about potential problems, without fear of retaliation,”    in employment law. “Prompt escalation and  Training should be conducted for all employees, including remote workers.”    “tone at the top” regarding maintenance of a non-discriminatory and safe workplace can 


ederal, state and, in many instances, local  employment discrimination. These laws


 professionals should participate in due diligence on these matters prior to initiating negotiations to merge or acquire another practice. “Due diligence is critical,” Shields said. “Be strategic about the information requested. Ask about both pending claims and complaints as well as  harasser or complainant still working there? Was the alleged harasser or complainant a member of management? How do they conduct     this information. While the ability to   surrounding negotiations, such consultation   insurance costs, as well as post–transaction     due diligence before placing their employees   intimidation or bullying. Firms that lease employees to other businesses also need to conduct training and maintain adequate controls    


“Ensure


your staff understands that no matter how big  not tolerate harassment or discrimination,” Shields said. “There may be resistance to reporting harassment with a major client. Set the appropriate tone at the top, and, if there is a


(#METOO, cont. 29) 18 CPAFOCUS July/August 2019


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