Adam C. Abrahms, Member of the Firm in the Employment, Labor & Workforce Management and Health Care and Life Sciences practices, in the firm’s Los Angeles office, was quoted in Behavioral Healthcare Executive, in “Sexual Harassment Elevating Toward Zero Tolerance,” by Julie Miller.
Following is an excerpt:
Although everyday sexist behavior might occur in subtle ways in the workplace, sexual harassment must be recognized and competently addressed by employers, according to experts. And it’s not just a genteel thing to do—employers are being held to higher legal standards than ever when it comes to managing the culture of the work environment.
“At a bare minimum, any employer in the healthcare space needs to have a robust, operation-specific harassment, discrimination and retaliation policy,” says Adam C. Abrahms, a member of Epstein Becker Green’s workforce management and healthcare practices. “Too often employers get something off the rack that doesn’t necessarily speak to their organization.”
Abrahms says general harassment policies that might be written for any type of employer aren’t specific enough to address the unique risks presented by healthcare settings and situations. In behavioral health especially, a policy must be established for harassment among employees and a separate one for harassment that might involve patients. Employees are entitled by law to have protection against inappropriate conduct, whether the source is a supervisor, a fellow staff member or a patient in the organization’s care, he says.