The recent national spotlight on accused sexual harassers and the widespread #MeToo social movement have sent companies scrambling for advice on how to address the imbalance of power that protects workplace abusers.
Big names—Harvey Weinstein, Bill O’Reilly, Roger Ailes, Charlie Rose and others—are dominating the headlines after women stepped forward with claims that in some instances go back decades. The U.S. Congress has looked into its own practices. No industry or government body appears to be immune.
How can companies make sure they have sexual harassment policies in place to protect interests and employees? We talked to several attorneys about common pitfalls and the lay of the land in the corporate environment right now. Here are highlights from those conversations.
Beware of protecting the alleged “super star” harasser
Harvey Weinstein was the face of his film company and Bill O’Reilly was one of Fox network’s most popular hosts. Reports of alleged sexual harassment sometimes can affect financial decisions, and that exacerbates the problem and creates a culture of feature, said Debra Katz, partner at Katz, Marshall & Banks and Amy Bess, shareholder at Vedder Price, during a webinar for the Practising Law Institute.
Continue Reading for Free
Register and gain access to:
- Breaking benefits news and analysis, on-site and via our newsletters and custom alerts
- Educational webcasts, white papers, and ebooks from industry thought leaders
- Critical converage of the property casualty insurance and financial advisory markets on our other ALM sites, PropertyCasualty360 and ThinkAdvisor
Already have an account? Sign In Now
© 2024 ALM Global, LLC, All Rights Reserved. Request academic re-use from www.copyright.com. All other uses, submit a request to [email protected]. For more information visit Asset & Logo Licensing.
