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Anti-bullying rules have become a norm in our schools, but do general anti-bullying laws belong in our workplace? Federal and state laws already protect a vast percentage of our workforce from workplace discrimination: gender, national origin, religion, ancestry, age and disability laws have been designed to prevent/protect qualifying employees from discrimination and harassment in the workplace. Some state laws also protect sexual orientation and gender identity. However, outside of various common law claims such as assault, battery and intentional infliction of emotional distress there are no laws on the books which statutorily protect all employees from workplace bullying.

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Stephanie K. Rawitt

Stephanie K. Rawitt provides services and advice to employers on employment and labor matters. She represents a variety of clients including hospitals, public entities, non-profit organizations, private businesses, colleges, universities, and corporations. Stephanie is a trusted advisor to both public and private companies. She works with Human Resources Departments to create, manage and maintain up-to-date employment policies and procedures to ensure that their companies are in compliance with Federal, State and Local laws. Stephanie advises employers on issues concerning statutory compliance with employment laws (such as the ADA, Title VII, the ADEA, FLSA, FMLA, Form I-9 Compliance and state wage laws). As part of her advisory service, she offers training programs on a full range of employment matters as well as assistance to personnel management on issues related to hiring, performance, assessment, monitoring, investigations, discipline, discharge, workforce reduction programs, affirmative action plans, and risk assessments. In addition to her advisory services, Stephanie has counseled employers through workplace investigations. She also has significant experience in handling a full range of employment-related liability matters, including wrongful termination, grievance claims, discrimination, sexual harassment, wage and hour claims, federal civil rights claims, federal and state statutory claims (Title VII, FMLA, ADA, ADEA, FLSA, PHRA), and related tort claims (defamation, breach of contract, negligent infliction of emotional distress, intentional infliction of emotional distress, etc.). Stephanie has litigated cases before state and federal courts and various administrative agencies including the EEOC and PHRC. Stephanie is Martindale-Hubbell Law Firm Directory “AV-Preeminent®” rated and has also been recognized as a 2011 Top Women Lawyer in the Northeast by Arrive Magazine.

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