Articles by Rachel Ablin, Esq.
The Equal Employment Opportunity Commission (EEOC) recently released preliminary data about sexual harassment claims the agency received and addressed in fiscal year 2018 (FY 2018). That data shows that the number of sexual harassment complaints received was up more than 12 percent over fiscal year 2017 numbers.
For the second time in as many months, the Equal Employment Opportunity Commission (EEOC) filed a series of separate but similar lawsuits against private employers across the country, alleging workplace harassment.
In one of the latest incidents in a recent string of sexual harassment allegations against high-ranking corporate executives, Leslie “Les” Moonves – the CEO of CBS Corporation (CBS) – is facing accusations that he sexually harassed six women with whom he had business relationships. The CBS board is investigating the claims and has retained outside counsel to ensure independence.
The #MeToo movement has significantly increased recognition of, and simulated a national conversation about, workplace sexual harassment over the last year. However, employers should also remember there are other serious types of employment misconduct that can have repercussions for the organization if ignored. One of those issues is bullying.
The #MeToo movement has impacted both Hollywood and our elected government officials, holding powerful men accountable for sexual harassment that in some cases, spanned decades. In many instances, consequences have been both swift and significant.
The #metoo movement has done more than create an unprecedented awareness of sexual assault; it also led to lawmakers introducing and passing legislation to address sexual assault in Congress. In the wake of Congressional sexual assault scandals involving sitting legislators and candidates, the Senate Anti-Harassment Training Resolution of 2017 was passed.
When choosing an investigator or team to look into alleged workplace misconduct, organizations must determine whether to use internal resources or to bring in third party investigators from outside the company. When using internal personnel to conduct interviews, gather evidence and make recommendations, companies can benefit from the investigator’s in-depth knowledge of the organization. However, relying on in-house staff to make recommendations also comes with some potential pitfalls that could be avoided by using an external third party.
In some employee misconduct allegations, the facts are clear and undisputed. However, in others, the outcome hinges on how credible the investigator feels the complainant and/or witnesses are. When one person’s statements contradict or simply don’t align with what someone else said happened, you may need to make a judgment call. Consider the following questions when you’re faced with this type of “he said/she said” investigation
Although we’ve made great strides as a society to eliminate gender discrimination, it’s still a persistent and pervasive problem. Gender discrimination in the workplace can take many forms; it’s not always blatant or obvious.
2017 saw a seismic shift in public discourse about sexual harassment; one after another, powerful and influential people found themselves under a...