020 – Avoiding Legal Pitfalls of Your Culture Initiatives | David Swider

David Swider is a Partner and Chairman of the Labor & Employment Law Group with Bose McKinney & Evans, LLP. He represents employers throughout the country in labor and employment law matters, including labor and employment law litigation, employment discrimination, NLRB practice and procedure, grievance resolution and arbitration, affirmative action, collective bargaining, wage and hour, and union avoidance.

As a legal expert helping companies tackle complex labor issues, David believes companies looking to increase diversity must first understand the legalities of inclusion before implementation of said initiatives. He cautions that, although creating diversity initiatives are a positive step to fostering welcoming workplace environments, it’s important to understand elevating certain individuals cannot result in creating disadvantages for others.

According to David, human resources shouldn’t be considered simply as a protective measure. By having a steady, consistent, and clearly focused human resources department, companies will contribute to their bottom line by proactively addressing employee issues.

Truth You Can Act On:

  1. Utilize Expert Advice: Keep an employment law advisor nearby. Use this individual routinely as a sounding board to make sure you have timely and trusted feedback to guide your HR practices.
  2. Create HR Superstars: Think about your training practices regarding harassment, discrimination, and diversity. Are they up-to-date? Are trainings happening with enough frequency? Review your current cadence to ensure that everyone remains compliant and empowered to build your culture.

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