Sexual Harassment – Prevention Is the Priority

By | HR Services

Sexual Harassment Workplace

Sexual harassment is a serious problem in the workplace and unfortunately, has been for years. Times are certainly changing as now five states in the U.S. have mandated that companies conduct sexual harassment training – California, New York, Maine, Connecticut and Delaware. Regardless of a training requirement, many companies can easily fall into the “not us” trap of complacency. This mindset leads managers and leaders to overlook claims or not investigate them properly, and employees to not report them all.

In October of 2017, the #MeToo movement went viral. This movement has been around since 2006, but gained large-scale traction once actress Alyssa Milano encouraged victims of sexual harassment to tweet out their experience. This showed the magnitude of the problem and led to an outcry of messages from people all over the world, including several high-profile celebrities. According to the EEOC, in the following year 2018 the amount of charges for sexual harassment claims had risen 13.6%. EEOC counterpart state agencies have seen even greater increases.

If a company’s culture does not truly value respect, open communication, and psychological safety, the company is at risk for sexual harassment behavior. Leaders must understand that the cost of dealing with a mishandled sexual harassment claim can be significant, and more than just monetary. The company’s reputation, culture and overall productivity and success are on the line. There’s a risk of losing customers and investors, and it could affect the company’s ability to recruit and retain new talent. This pain can be prevented by proactively approaching this difficult topic.

Methods of Prevention:

  • Establish strong anti-harassment policies
    • Develop an anti-harassment policy together with employees and managers.
    • All managers and supervisors must understand the policy and their responsibility to foster and maintain a harassment-free work environment.
    • Show you mean it – communicate that the policy applies to everyone, including managers, supervisors, top leaders and owners.
  • Train employees to assume an active role in prevention.
    • Ensure they fully understand the company policy.
    • Train them to be aware of subtle forms of harassment.
    • Stress the importance of bystander awareness and paying attention to others’ response to situations.
  • Provide protection and support for employees who feel they are being harassed
    • Reiterate that all employees must report claims, and give them multiple avenues in which to do so.
    • Do not tolerate retaliation of any kind.
    • Create and maintain a safe work culture by encouraging employees to speak up against harassment.

Sexual harassment is not something to look past; it harms the victims and the employer. Take proactive steps to prevent it, such as policy development and training, so your employees do not become part of the 70% of workers who do not report incidents, according to the EEOC.

Is Employment Practices Liability Insurance Necessary?

By | Business Insurance, Specialty Insurance

From hiring new workers to assigning duties, each of your decisions affects employees in a unique way. Although these actions are critical to running your business, they also create exposures that could lead to costly claims by employees or governmental regulators. Even if they are not warranted, claims for wrongful employment practices can disrupt operations, damage your business’s reputation, hurt employee morale and negatively impact your bottom line.

Thankfully, businesses can rely on employment practices liability (EPL) insurance to protect against a wide range of wrongful employment practices claims, including wrongful termination, discrimination, sexual harassment and retaliation.
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sexual harassment thoughts

Discrimination, Harassment, Sexual Harassment and How We Made it Here Today

By | HR Services

Thoughts from a DE HR professional about the changing regulations, policies, and legislation affecting our workplace and most valuable assets – our human resources.

 

I think I say it daily to clients, coworkers, friends and family “we live in interesting times today.” An understatement, for sure. But how did we get here? How did we get to a time where sexual harassment training is now mandated by state law? Have we simply swept this lack of education, self and social awareness, and disregard for such an obvious standard of workplace dignity under the rug for so long that it has now come to this? You bet we did. But there’s so much more to this subject that I’d like to address.
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Personal Lines Meet the Team

By | Personal Insurance

WHAT is Personal Lines insurance?

    • Personal Lines insurance includes property and casualty insurance products that protect individuals from losses they couldn’t afford to cover on their own. Types of personal insurance include auto, home, renters, flood, valuable possessions, watercraft, RV, motorcycle, umbrella, etc. We highly recommend that our clients cover ALL their valuable personal property.

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Delaware Business Times Announces the 2018 DBT 40 Awards Winners

By | Announcements | No Comments

40 under 40 leaders to be honored for Delaware Business Times, DBT 40 awards

Wilmington, DE (August 29, 2018) — Delaware Business Times is pleased to announce the 2018 DBT40 Awards winners. The DBT40 event pays tribute to these ambitious professionals who are making a name for themselves through professional excellence and community involvement. The honorees represent the best in a wide range of fields such as finance, law, non-profit, hospitality, education and technology.

The DBT40 are featured in both print and digital editions of the Delaware Business Times. Now in its 5th year, this special cocktail reception and awards ceremony has sold-out each year. This year’s winners will be profiled in the October 2nd issue of Delaware Business Times and celebrated at an awards ceremony on October 23rd at The Baby Grand.

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Trouble Recruiting and Keeping Talent? Your Skimpy Health Insurance Is a Likely Cause.

By | Business Insurance, Employee Benefits

The most important decision your company will make for its bottom line just might be the health and wellness program it chooses.

Annual global health spending is now over $3 trillion — and growing rapidly. A good portion of that is driven by millennials, who have both a strong interest in personal wellness and, thanks to the Affordable Care Act (aka, Obamacare), an 86 percent coverage rate (more than 50 percent through individual plans, their parents’ plans or Medicaid). For those in or entering the job market, health insurance is an expectation.

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OSHA: Employee Discipline, Drug Testing, and Incentive Programs

By | Safety Services

On May 12, 2016, the Occupational Safety and Health Administration (OSHA) issued a final rule, including anti-retaliation provisions, requiring certain employers to electronically submit data from their work-related injury records to OSHA. On Oct. 19, 2016, OSHA published an interpretation of how the anti-retaliation provisions affect employee discipline, drug and alcohol testing, and safety incentive programs.

The Anti-Retaliation Provisions

According to OSHA, the final rule clarifies existing law regarding employee anti-retaliation protections. Specifically, OSHA’s anti-retaliation provisions:

  • Require employers to inform employees that they have a right to report work-related injuries and illnesses free from retaliation;
  • Direct employers to adopt reasonable procedures (“not unduly burdensome” and does not “deter or discourage”) that employees can use to report work-related injuries and illnesses; and
  • Prohibit employers from retaliating against employees solely because they report work-related injuries or illnesses.

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New Jersey Enacts Paid Sick Leave

By | Business Insurance, HR Services

On May 2, 2018, New Jersey Governor Phil Murphy signed the Paid Sick Leave Act into law. The Act will require virtually all employers to provide paid sick leave to employees, effective Oct. 29, 2018. Under the Act:

  • All New Jersey employers must provide paid sick leave to their employees;
  • Employees will accrue one hour of paid sick leave for every 30 hours worked, up to 40 hours per year; and
  • Employees must be paid for paid sick leave at the same rate (and with the same benefits) they normally earn.

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Is Your Company Liable for Business-Related Vehicle Accidents?

By | Business Insurance

Regardless of the industry you operate in, it’s likely your employees need to operate vehicles for tasks like client visits, product deliveries, and product pickups. While larger organizations often provide insured company vehicles to their staff for daily use, small and medium-sized business often don’t have that luxury.

If employees use personal vehicles for business-related activities and get into an accident, your organization could be held liable. That’s why it’s critical to have non-owned auto liability insurance, which can provide the following benefits:

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