The wave of sexual harassment allegations in corporateAmerica has put a new focus on human resource departments andforced companies to decide how much information—if any atall—should be revealed to the public about employeemisconduct.

Companies face tricky questions over what they can say publiclyabout an employee who’s resigned or been fired. Personnel mattersonce relegated to quiet, internal proceedings are now beinghighlighted in headlines.

Amid the public attention from the #MeToo movement, there’s newpressure for greater transparency about the facts underlyingalleged misconduct and how workplace allegations were resolved.Management-side lawyers say companies should consider liability,the potential for defamation and possible litigation—as well as publicrelations—when faced with how to publicly respond to questionsabout an employee who’s been let go.

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