description is one way to protect your organization, demonstrating to others that hiring decisions prioritize legitimate business needs over discriminatory practices. Job descriptions should be kept on a routine cycle to adequately capture evolving roles and responsibilities. 9. Myth: There Must Be Direct, Physical Misconduct for There to be Harassment Workplace harassment is not only railroading legally actionable harassing behavior. Silence, words, and even electronic communications, can be acts that contribute to a harassmentenforcing hostile and intimidating work environment. Even unassuming and informal harassment claims that are brought to your attention are legally binding and must be investigated. Employee hour, and safety laws are applied to all businesses. While some laws like Title VII applies only to employers with 15 or more employees, all businesses must comply with basic anti-discrimination laws. Harassment and discrimination can occur in any workplace, and it is the employers of all sizes responsibility to provide a fair and safe environment. 8. Myth: Job Descriptions Don't Matter Legal compliance in the HR realm and in the workplace depends on properly written job descriptions. They help determine employee classifications, performance standards, and possible accommodations in accordance with disability laws. An adequately composed job Romance training, anti-harassment policy self-enforcement, and policy systems are your best defenses to deter harassment. 10. Myth: I Don't Need a Lawyer Until I am Sued Most business owners wait until a problem arises to get legal counsel, and by that time, it is too late. Employment law is one of the most complicated and rapidly changing areas of business law. With law practice focusing on employment law in Minneapolis, you can do training, policy development, and dispute resolution on the legal frameworks that allow proactive legal counsel, and prevent legal issues from arising in the first place. Preventing issues is far less labor-intensive and far less expensive than responding to one. 34 LAWYER MONTHLY DECEMBER 2025
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