Addressing Workplace Sexual Harassment: Employee Relations in the #MeToo Era
The following Thought Leadership articles, authored by Vedder Price Labor & Employment attorneys, address the #MeToo movement’s impact on human resource departments, the issues surrounding workplace sex harassment allegations, investigations and claims, and the recent legislation passed in certain jurisdictions addressing employers’ new obligations.
The #MeToo movement has brought to light allegations of misconduct by members of countless industries. As a result, in workplaces and on social media, we’re beginning to discuss in earnest what constitutes workplace harassment and what employers’ obligations are in combating it. Is your company holding these conversations, and do you know what to discuss? Vedder Price Labor & Employment Shareholders Amy L. Bess and Sadina Montani are taking an in-depth look at how companies can move forward in the era of #MeToo through a four-part series published by Corporate Compliance Insights. Click below to read the published articles in full.
Part One of Four – Addressing Sexual Harassment in the #MeToo Era: Best Practices for Investigating Allegations
Part Two of Four – Addressing Sexual Harassment in the #MeToo Era: The Rights of the Alleged Harasser
Following on the heels of the Time’s Up and #MeToo movements, the New York State Legislature and the New York City Council have passed significant legislation aimed at providing greater protection against workplace sexual harassment. Consisting of 11 separate bills, the New York City Council passed the Stop Sexual Harassment in NYC Act on April 11, 2018, which awaits the final signature of Mayor de Blasio. New York State the state issued its highly anticipated model sexual harassment prevention policy and model interactive sexual harassment prevention training program, effective October 9, 2018. Vedder Price Shareholders Jonathan A. Wexler and Blythe E. Lovinger, and Associates Monique E. Chase and Haley P. Tynes outline what was passed and how it will impact businesses below.
New York State and City Pass Sweeping Anti-Sexual Harassment Laws Amid #MeToo
To learn more about harassment training sessions offered by Vedder Price Labor & Employment attorneys, please click here.Navigating Harassment Challenges in the #MeToo Era: Practical Guidance for Employers and HR Webinar
With the #MeToo movement bringing harassment claims to the forefront of the media, Vedder Price Labor & Employment attorneys offered a webinar focusing on navigating the myriad of challenges employers face when working through workplace harassment issues.
Please e-mail info@vedderprice.com to request the full recording.
Labor & Employment Shareholder Sadina Montani was recently featured as contributing author in Bloomberg Law’s In Focus page on sexual harassment, and in the Practical Guidance Collection for her article, “When it Comes to #MeToo in the Workplace, the Work Is Never Over.”
In the article, Ms. Montani outlines the steps organizations should take to commit to a safe, harassment-free workplace. She asserts that it is not enough to simply follow the best practices around an internal investigation, and explains the important work that should follow a prompt and thorough investigation.
When it Comes to #MeToo in the Workplace, the Work Is Never Over, Bloomberg Law (subscription may be required)
London Employment Partner Jonathan Maude recently authored, “Why Are Employers Not Tackling Harassment?” in People Management, published on 15 November 2018. Mr. Maude explains why it is necessary to take more preventative action against sexual harassment in the workforce, especially following the Weinstein scandal and #MeToo movement. He discusses recent cases and reports that indicate a larger portion of the workforce experiences unwanted sexual harassment than employers may realize. Mr. Maude additionally covers the potential legal and reputational damage caused by workplace harassment issues and next steps employers should take to mitigate risks associated with workplace sexual harassment.
Why Are Employers Not Tackling Harassment, People Management
Vedder Thinking | Articles Addressing Workplace Sexual Harassment: Employee Relations in the #MeToo Era
The following Thought Leadership articles, authored by Vedder Price Labor & Employment attorneys, address the #MeToo movement’s impact on human resource departments, the issues surrounding workplace sex harassment allegations, investigations and claims, and the recent legislation passed in certain jurisdictions addressing employers’ new obligations.
The #MeToo movement has brought to light allegations of misconduct by members of countless industries. As a result, in workplaces and on social media, we’re beginning to discuss in earnest what constitutes workplace harassment and what employers’ obligations are in combating it. Is your company holding these conversations, and do you know what to discuss? Vedder Price Labor & Employment Shareholders Amy L. Bess and Sadina Montani are taking an in-depth look at how companies can move forward in the era of #MeToo through a four-part series published by Corporate Compliance Insights. Click below to read the published articles in full.
Part One of Four – Addressing Sexual Harassment in the #MeToo Era: Best Practices for Investigating Allegations
Part Two of Four – Addressing Sexual Harassment in the #MeToo Era: The Rights of the Alleged Harasser
Following on the heels of the Time’s Up and #MeToo movements, the New York State Legislature and the New York City Council have passed significant legislation aimed at providing greater protection against workplace sexual harassment. Consisting of 11 separate bills, the New York City Council passed the Stop Sexual Harassment in NYC Act on April 11, 2018, which awaits the final signature of Mayor de Blasio. New York State the state issued its highly anticipated model sexual harassment prevention policy and model interactive sexual harassment prevention training program, effective October 9, 2018. Vedder Price Shareholders Jonathan A. Wexler and Blythe E. Lovinger, and Associates Monique E. Chase and Haley P. Tynes outline what was passed and how it will impact businesses below.
New York State and City Pass Sweeping Anti-Sexual Harassment Laws Amid #MeToo
To learn more about harassment training sessions offered by Vedder Price Labor & Employment attorneys, please click here.Navigating Harassment Challenges in the #MeToo Era: Practical Guidance for Employers and HR Webinar
With the #MeToo movement bringing harassment claims to the forefront of the media, Vedder Price Labor & Employment attorneys offered a webinar focusing on navigating the myriad of challenges employers face when working through workplace harassment issues.
Please e-mail info@vedderprice.com to request the full recording.
Labor & Employment Shareholder Sadina Montani was recently featured as contributing author in Bloomberg Law’s In Focus page on sexual harassment, and in the Practical Guidance Collection for her article, “When it Comes to #MeToo in the Workplace, the Work Is Never Over.”
In the article, Ms. Montani outlines the steps organizations should take to commit to a safe, harassment-free workplace. She asserts that it is not enough to simply follow the best practices around an internal investigation, and explains the important work that should follow a prompt and thorough investigation.
When it Comes to #MeToo in the Workplace, the Work Is Never Over, Bloomberg Law (subscription may be required)
London Employment Partner Jonathan Maude recently authored, “Why Are Employers Not Tackling Harassment?” in People Management, published on 15 November 2018. Mr. Maude explains why it is necessary to take more preventative action against sexual harassment in the workforce, especially following the Weinstein scandal and #MeToo movement. He discusses recent cases and reports that indicate a larger portion of the workforce experiences unwanted sexual harassment than employers may realize. Mr. Maude additionally covers the potential legal and reputational damage caused by workplace harassment issues and next steps employers should take to mitigate risks associated with workplace sexual harassment.
Why Are Employers Not Tackling Harassment, People Management
