The recent national spotlight on accused sexual harassers andthe widespread #MeToo social movement have sent companies scrambling for advice on how to address theimbalance of power that protects workplace abusers.
Big names—Harvey Weinstein, Bill O’Reilly, Roger Ailes,Charlie Rose and others—are dominating the headlines after womenstepped forward with claims that in some instances go back decades.The U.S. Congress has looked into its own practices. No industry orgovernment body appears to be immune.
How can companies make sure they have sexual harassment policies in place to protectinterests and employees? We talked to several attorneys aboutcommon pitfalls and the lay of the land in the corporateenvironment right now. Here are highlights from thoseconversations.
Beware of protecting the alleged “super star”harasser
Harvey Weinstein was the face of his film company and BillO’Reilly was one of Fox network’s most popular hosts. Reportsof alleged sexual harassment sometimes can affect financialdecisions, and that exacerbates the problem and creates a cultureof feature, said Debra Katz, partner at Katz, Marshall & Banksand Amy Bess, shareholder at Vedder Price, during a webinar for thePractising Law Institute.
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