Though sexual harassment and misconduct dominate today’s headlines, the issue is nothing new. These charges cut across all sectors and communities, including a 1990s case on Long Island. But sweeping charges under the rug allows accusations to fester, damaging brands and harming the workplace.
In an article published in the November 17, 2016 issue of Long Island Business News, Larry R. Martinez, co-chair of Meltzer Lippe’s Labor & Employment practice group, comments on the need for employers to provide employees complaining of sexual harassment with processes that protect them from the fear of retaliation.
“People are making very valid, valuable statements way after the fact,” said Larry Martinez, a partner and co-chair of the labor and employment group at the Mineola based law firm Meltzer, Lippe, Goldstein & Breitstone.” It’s easy to say ‘I was harassed’ when no longer on the job,” Mr. Martinez commented. There’s no ability to face retaliation, which people rightfully fear. It’s the employer’s obligation to make sure there’s an avenue that an employee can go down to make a complaint. Employees must have a policy and procedures to turn to when they are subjected to something by a supervisor that’s objectionable.”
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