Just a short time ago, the #MeToo movement began when allegations of sexual harassment were brought upon Hollywood powerhouse Harvey Weinstein. Sexual harassment is a major issue facing leaders today in a way we have not seen before. Although, not the only employee problem, it has taken center stage. Does your firm effectively track employee complaints and their resolutions, document compliance, and protect the business from negative publicity and lawsuits?
In 1986, the U.S. Supreme Court, in Meritor Savings Bank v. Vinson 1., recognized that sexual harassment was a form of illegal sex discrimination. The Court also approved the concept that a corporation’s internal policies and processes could limit their liability when the business “did the right thing”. One of the main functions of the Human Resources department is to organize and facilitate prevention programs and compliance training for the employees of a business. Weak HR departments can be perceived as helping create an environment that breeds harassment and other toxic workplace behaviors. With the #MeToo movement, we saw victims alleging that they felt uncomfortable reporting ongoing issues to their HR departments, or worse yet, when they did report an issue, nothing was done to stop the behavior. In some cases, the alleged perpetrator was protected and the victim was even further harassed.
In a recent case in the State of California, it was demonstrated…… Click here to read the full article https://perfectpractice.com/me-too-download/?utm_source=lexology&utm_medium=lex_article&utm_campaign=hr_release