Addressing Sexual Harassment in the #MeToo Era: Best Practices for Investigating Allegations
The following excerpt is from the first of a four-part series on sexual harassment in the workplace, authored by Amy L. Bess and Sadina Montani, published by Corporate Compliance Insights. Click below to read the article in full.
The #MeToo movement has brought to light allegations of misconduct by members of countless industries. As a result, in workplaces and on social media, we’re beginning to discuss in earnest what constitutes workplace harassment and what employers’ obligations are in combating it. Is your company holding these conversations, and do you know what to discuss?
Not all sexual harassment red flags come in the form of a neatly typed, formal complaint placed on the desk of a senior HR leader. In fact, few do. The days of de-prioritizing a compliance issue – such as a possible sexual harassment concern – because it wasn’t raised through a company’s HR department are gone.
Click here to read the entire article from Corporate Compliance Insights.
Click here to read Part 2, Part 3 and Part 4.
Click here to read other Vedder Price articles regarding workplace sexual harassment issues.Vedder Thinking | Articles Addressing Sexual Harassment in the #MeToo Era: Best Practices for Investigating Allegations
Publication
February 8, 2018
The following excerpt is from the first of a four-part series on sexual harassment in the workplace, authored by Amy L. Bess and Sadina Montani, published by Corporate Compliance Insights. Click below to read the article in full.
The #MeToo movement has brought to light allegations of misconduct by members of countless industries. As a result, in workplaces and on social media, we’re beginning to discuss in earnest what constitutes workplace harassment and what employers’ obligations are in combating it. Is your company holding these conversations, and do you know what to discuss?
Not all sexual harassment red flags come in the form of a neatly typed, formal complaint placed on the desk of a senior HR leader. In fact, few do. The days of de-prioritizing a compliance issue – such as a possible sexual harassment concern – because it wasn’t raised through a company’s HR department are gone.
Click here to read the entire article from Corporate Compliance Insights.
Click here to read Part 2, Part 3 and Part 4.
Click here to read other Vedder Price articles regarding workplace sexual harassment issues.Professionals
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Vedder Thinking
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