EEOC: Monitor Subcontractors’ Harassment Prevention
Employers in the construction industry that are general contractors should periodically verify that their subcontractors are following through with their harassment prevention commitments, according to the U.S. Equal Employment Opportunity Commission (EEOC) in recent guidance. It was released following guidance issued by the commission in April on examples of harassment the agency deems unlawful—including harassment based on race, sex, religion, and other factors. The recent guidance included elements HR should review to see what should be in an anti-harassment policy.
“The EEOC is now recommending that general contractors take a leadership role in preventing harassment at the workplace as a whole, even with respect to employees of their subcontractors and staffing agencies,” said Marissa Mastroianni. “The guidance gives specific examples of measures general contractors should take, which in some cases can require a significant amount of intrusion in the internal operations of their subcontractor.”
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As the law continues to evolve on these matters, please note that this article is current as of date and time of publication and may not reflect subsequent developments. The content and interpretation of the issues addressed herein is subject to change. Cole Schotz P.C. disclaims any and all liability with respect to actions taken or not taken based on any or all of the contents of this publication to the fullest extent permitted by law. This is for general informational purposes and does not constitute legal advice or create an attorney-client relationship. Do not act or refrain from acting upon the information contained in this publication without obtaining legal, financial and tax advice. For further information, please do not hesitate to reach out to your firm contact or to any of the attorneys listed in this publication.
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