Harassment Prevention Policy, Notices, & Postings

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To comply with federal guidelines and state laws, employers must ensure that all aspects of their harassment prevention program are fully compliant, including their:

To help you ensure that your harassment prevention policies, notices, and workplace postings are compliant and remain compliant with ever-changing laws, Clear Law offers two options:

Compliance Risk


Ensuring that your harassment-prevention policy materials are current and compliant presents a key challenge for many organizations. Clear Law’s Compliance Advisory Team has reviewed hundreds of anti-harassment policies adopted by small, mid-size, and large employers around the country. All too often, these materials have not been compliant with applicable state laws or consistent with EEOC guidelines.

Moreover, even when a policy is compliant when adopted, it can quickly become out-of-date because discrimination and harassment laws continually change. As such, policies that are fully compliant when adopted become non-compliant in a matter of months or even weeks in some cases.

Written Notice and Posting Requirements

More states have recently begun to require employers to distribute a myriad of discrimination and harassment-related written notices. Additionally, many states require employers to display posters to inform employees of the states’ prohibition against discrimination and harassment.

Many employers are unaware of the full scope of required harassment- and discrimination-related written notice and posting requirements, which vary by state and change periodically. As a result, organizations are at risk and, unfortunately, too often learn about requirements only when faced with a lawsuit or state agency investigation.

Our Free Policy Review Process

Step 1 - Provide Us With The Basics

  • Your Current Harassment and Discrimination Prevention Policy.
  • List of States Where You Have Employees Working (Including From Home).
  • Industry.
  • Number of Employees.

Step 2 - Review Your Policy With a Legal Expert

We will review your policy and then meet with you to discuss the results of our review.  We will also review related written notice and posting requirements with you, given the states where you operate.

Step 3 - Implement The Changes We Recommend

For organizations that want expert assistance in updating or maintaining their harassment prevention program, Clear Law provides two levels of service as described below.

Discrimination & Harassment Prevention Compliance Toolkit

Clear Law’s detailed, customized Compliance Toolkit provides organizations wishing to manage compliance in-house with tools needed to do so:

Purchase of Clear Law’s Compliance Toolkit includes a one-year subscription to any necessary updates. When requirements for the policies, written notices, or posters change, or a state issues modified notices or postings, we will let you know and send you an updated Toolkit containing the new information.

Harassment Prevention Full-Service Compliance Package

Clear Law will work with you to develop a set of personalized policy materials specific to your organization. More specifically, we will provide the following:

This package includes consultation time with a member of Clear Law’s Compliance Advisory Team to ensure we have the information necessary to develop the appropriate set of policies and that you have an opportunity to review the proposed policy materials and request changes.

This package also includes a one-year subscription for necessary updates. When policy, written notice, or poster requirements change, or a state issues modified notices or postings, we will let you know and send you updated proposed policy materials and an updated Reference Guide containing the new information. 

Clear Law Compliance Advisory Team

Michael Johnson, CEO of Clear Law Institute, is a former U.S. Department of Justice attorney who brought one of DOJ’s first “pattern or practice” sexual harassment cases. Michael has provided training and consulting on harassment prevention or investigations to organizations around the world such as the EEOC, the United Nations, and Google. He is a graduate of Duke University and Harvard Law School.

Shannon Magill Farruk, Senior Compliance Advisor, has advised Fortune 500 companies on all aspects of employment and discrimination laws for more than a decade. Shannon previously practiced employment law at Dickstein Shapiro, Littler Mendelson, and the U.S. Department of Commerce. She is a graduate of Hamline University and University of Minnesota Law School.

Teresa Harvey Rollins, Senior Compliance Advisor, has nearly 20 years of experience representing Fortune 500 companies and other employers on a broad range of employment matters, including discrimination and harassment prevention. Tes previously practiced law as Counsel at Dickstein Shapiro and was CEO of PolicyPartner LLC, an employment compliance service provider. She is a graduate of Angelo State University and Southern Methodist University’s Dedman School of Law.

Brian Rothenberg, Senior Compliance Advisor, has advised numerous Fortune 500 companies on their compliance training and policy needs. He is a graduate of the University of Richmond and he received his J.D. and MBA from the College of William and Mary.

Lana Rupprecht, Senior Compliance Advisor, has advised Fortune 500 companies and small and mid-sized businesses on all aspects of employment law.  She has practiced employment law in several law firms and as Counsel for Western Union. She is a graduate of the University of Denver and the University of Denver’s Sturm College of Law.

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