Frequently Asked Questions About Employment Law in Arkansas
Answers From Knowledgeable Attorneys In Little Rock
We understand that you likely have many questions about employment law and your rights as an employer in the Little Rock area, and we are here to answer them efficiently. We have compiled some of the common questions our clients ask, below.
Employment Law FAQs
- How should my company respond to a claim of harassment?
- What should my company’s anti-harassment policy include?
- What are ADA and FMLA?
- What is sexual harassment?
Call A Proactive Little Rock Employment Lawyer Today
If you have further questions regarding employment law, call James & Carter, PLC at 501-588-3584 or contact us online. We aggressively serve businesses throughout the Little Rock area. Our offices are conveniently located near the Pulaski County and federal Courthouses.
How should my company respond to a claim of harassment?
If you receive a harassment complaint, you should investigate it immediately and take action to address the issue, if you can. This should be done even if you believe that the claim is false or unjustified, as the investigation will uncover information that can help protect you against possible litigation in the future. Under no circumstances should you take disciplinary action against anyone involved in a claim until a full investigation has been completed.
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What should my company’s anti-harassment policy include?
Preventative action is the best way to keep harassment claims from impacting your business, and your company’s policy should include procedures for filing complaints and investigating any issues that arise. Failing to deal with these issues may result in liability in the future. Your anti-harassment policy should be distributed to all employees, including new hires and additional steps should be taken to ensure that all staff members completely understand the policy.
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The Americans with Disabilities Act (ADA) and the Arkansas Civil Rights Act (ACRA) bar organizations from discriminating against qualified candidates for jobs due to disability, as long as the potential employee can perform the duties of the job with reasonable accommodations. In some cases, employers may be required to provide special equipment or modified work hours to accommodate a disabled employee.
The Family Medical Leave Act (FMLA) requires employers to offer employees up to 12 weeks of unpaid leave to take care of family issues, including the birth or adoption of a child or the illness of a loved one.
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Sexual harassment occurs when a hostile or unsafe work environment based on gender discrimination interferes with an individual’s ability to perform his or her job duties. Sexual harassment may include inappropriate jokes or comments, unwelcome gestures or touching or other conduct based on a person’s looks or gender.