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Fostering a Respectful Remote and In-Person Workplace

 

Gain legal insight and practical tips to apply to your business to foster and maintain a respectful and productive workplace.

With the advent of COVID-19, many workplaces changed drastically overnight. While many changes associated with transitioning to a remote workplace are obvious, now more than ever the importance of fostering a respectful workplace cannot be understated. Not only will doing so lead to a happier, more productive workforce, but it can also help prevent costly, distracting, and embarrassing litigation. This topic will assist employers in identifying problematic behaviors, including behaviors that may have been acceptable in the office that should be now be curtailed, that can lead or contribute to harassment or a hostile working environment. This material will further provide tools and policies that will leave employers well-equipped to prevent such behavior, and effectively address it if and when it occurs. This information will also cover the non-legal benefits of such policies, including boosting morale and increased employee retention. This topic will provide legal insight as well as practical tips and tools for employers to apply to their business to foster and maintain a respectful, productive workplace.

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Fostering a Respectful Remote and In-Person Workplace

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Fostering a Respectful Remote and In-Person Workplace

Faculty

Shira M. Blank

Shira M. Blank

Epstein Becker & Green, P.C.

  • Partner in the Employment, Labor & Workforce Management practice, in the New York office of Epstein Becker & Green, P.C.
  • Represents clients in employment-related litigation on a broad array of matters, including claims of discrimination, sexual harassment and hostile work environment, retaliation, wrongful termination, whistle-blowing, and wage and hour claims, among others, in state and federal courts and before various administrative agencies
  • Advises clients on all aspects of the employment relationship, avoidance of litigation, leave laws, employee discipline, separation and discharge, and harassment, internal investigations, and reductions in force
  • Represents employers in lawsuits alleging violations of all aspects of the Americans with Disabilities Act (ADA), including with respect to the accessibility of public accommodations and technology, the Family and Medical Leave Act (FMLA) and equivalent state and local laws
  • Before joining Epstein Becker & Green, P.C., served as an assistant corporation counsel in the Labor and Employment Law Division of the New York City Law Department, Office of the Corporation Counsel, where she handled all aspects of employment litigation, including conducting jury trials in both federal and state court on behalf of New York City agencies
  • J.D. degree, Benjamin N. Cardozo School of Law, Yeshiva University; B.A. degree, The George Washington University, Elliott School of International Affairs
  • Can be contacted at 212-351-4694 or [email protected]
Patrick M. Johnson

Patrick M. Johnson

Epstein Becker & Green, P.C.

  • Associate in the Employment, Labor & Workforce Management practice, in the New York office of Epstein Becker Green, P.C.
  • Represents clients in employment-related litigation, including claims of discrimination, harassment, retaliation, and breach of restrictive covenants
  • Advises clients in connection with hiring, the avoidance of litigation, protected leave ac-tivity, employee discipline, internal investigations, and employee separation
  • Represents employers in lawsuits alleging violations of all aspects of the Americans with Disabilities Act (ADA), including with respect to the accessibility of public accommodations and technology, the Family and Medical Leave Act (FMLA) and equivalent state and local laws
  • Before joining Epstein Becker & Green, P.C., served as an employment litigation attorney at a regional law firm, and previously served as an intern at the City of Boston Legal Department
  • J.D. degree, Harvard Law School; B.A. degree, University of Delaware
  • Can be contacted at 212-351-5548 or [email protected]
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Fostering a Respectful Remote and In-Person Workplace

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