Once again, sexual harassment is top of mind as the confirmation hearings for Brett Kavanaugh continue. The allegations asserted against Judge Kavanaugh are from incidents that the women allege occurred 10 or more years ago.
Statistics show that the vast majority of sexual harassment occurrences remain unreported, even during the current #MeToo movement. Given the tendency for sexual harassment claims to be unreported, how should employers make sure their company is protected from liability arising from sexual harassment claims? Proactive actions such as an employee handbook with detailed instructions on how to report concerns and in-person sexual harassment trainings for all employees at every level can help protect the company from future claims of sexual harassment.
Employers must make sure that their employees know that sexual harassment will not be tolerated and also, through written policies and trainings, remind the employees that sexual harassment claims should be immediately reported. Given the current climate, it is essential for employers to make sure their handbooks, policies and procedures related to sexual harassment reporting are current and that their employees are fully aware of those policies and procedures.
If you have any questions on this topic, contact April Rancier at email@example.com or 410.209.6426.
ABOUT APRIL RANCIER
firstname.lastname@example.org | 410.209.6426
April Rancier is an experienced labor and employment litigator who is well versed in both state and federal court proceedings with a practice concentration in Employment Discrimination. While Ms. Rancier focused in discrimination matters, she provides comprehensive and practical guidance for clients in the whole gamut of employee relations issues that affect employers. These include issues arising out of claims of retaliation, claims of discrimination and harassment filed under Title VII and state and local anti-discrimination laws, and claims brought under federal statutes such as the Family Medical Leave Act (FMLA), the Age Discrimination in Employment Act (ADEA), and American with Disabilities Act (ADA). Working as a labor attorney, Ms. Rancier handles many different labor issues, wrongful termination claims, non-compete agreements, employment agreements, and severance agreements. Ms. Rancier also handles other work related issues such as non-compete agreements, employment contracts, severance agreements and general contract claims, employment-related tort claims and other business and professional tort claims.
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