As recommended by the Tennessee Advisory Committee on Intergovernmental Relations, covered employers should consider implementing the Tennessee Model Abusive Conduct Prevention Policy.
As mandated by the New York Commission on Human Rights, all New York City employers should provide the New York Model Sexual Harassment Prevention Training to employees, or meet or exceed its requirements.
As mandated by the New York City Commission on Human Rights, covered employers must adopt the New York City Model Lactation Accommodation Policy, or meet or exceed its requirements.
As recommended by the Washington State Human Rights Commission, all Washington employers are encouraged to adopt the Washington Model Sexual Harassment Policy.
As recommended by the Washington State Human Rights Commission, all Washington employers are encouraged to adopt the Washington Model Sexual Harassment Reporting Procedures.
As mandated by the New York Department of Labor and Division of Human Rights, all New York employers must adopt the New York Model Sexual Harassment Policy, or meet or exceed its requirements.
As mandated by the San Francisco Office of Labor Standards Enforcement, covered employers should use the San Francisco, California, Lactation Accommodation Policy to to establish guidelines promoting a work environment that supports breastfeeding; to establish that employees have a right to request lactation accommodation; and to comply with San Francisco's Lactation in the Workplace Ordinance.
As mandated by the Seattle Office of Labor Standards, employers covered by Seattle's Paid Sick and Safe Time Ordinance must provide employees with written notice of its policies and procedures for meeting the ordinance's requirements and may use the Seattle, Washington Paid Sick and Safe Time Model Policy.
Internal investigations are crucial for employers in responding to allegations of workplace misconduct. This internal investigations policy document informs employees as to the purpose of conducting investigations, what their rights and responsibilities are during investigations and how the employer will use the results it obtains in the course of investigating. Having an effective policy is the first step toward conducting an effective investigation.
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