After Harvey Weinstein we have seen a sea change in the world of workplace harassment. Claims today are not necessarily defined by legal standards or limited by statutes of limitations; they may not be about ‘sex’ or legally defined ‘harassment’ at all.
The #MeToo movement continues to have a significant impact on companies. Employers need to know:
Conducting an investigation correctly and with sensitivity is more important than ever, especially since conducting one incorrectly can lead to new retaliation complaints.
Join Kelley Drye for a discussion on the good, the bad and the ugly of the #MeToo movement. We will share what we have learned in the trenches in prominent investigations that we have handled.
Barbara E Hoey
Barbara Hoey is chair of Kelley Drye’s labour and employment practice group and a member of the firm’s executive committee. In her third decade of practice, Ms Hoey focuses her practice on counselling management and defending employers in single-plaintiff and class action litigations. Her industry expertise is both broad and deep, ranging from healthcare and telecommunications to education, non-profit and beyond. She has numerous jury and bench trial victories involving claims under Title VII, the Fair Labour Standards Act, the Americans with Disabilities Act, the New York State Whistleblower Law, the Family Medical Leave Act and the Age Discrimination in Employment Act. She is consistently recognised in Chambers USA (2008-2018) and described by her clients as “extremely good at negotiating”, “tenacious” and having a “laser-like focus”.
Mark A Konkel
Mark Konkel is a partner in Kelley Drye’s labour and employment practice group. Mr Konkel provides strategic advice on employment and labour law compliance, best practices and policies in HR management, discrimination law, employee privacy, protection of intellectual property, restrictive covenants, and business expansions and reductions. He has helped many companies to develop, refine and implement HR processes and strategies. He leads companies through sensitive internal and government investigations and has served as lead labour and employment law counsel in mergers and acquisitions for companies in various industries. He believes that the best result is to avoid employment and labour-related conflict altogether, but when disputes do arise, he vigorously defends his clients and has a superior track record in litigation and arbitrations involving discrimination, labour, commercial claims, employee privacy, restrictive covenants and trade secrets, employment agreements and wage-and-hour laws.