Presented by Kara M. Maciel and Lindsay A. DiSalvo
In 2017, we saw the proliferation of the #MeToo Movement with a slew of high-profile allegations of sexual harassment and assault and tens of thousands of people, mostly women, voicing their own experiences on social media using the hashtag “Metoo”. Its momentum continued into 2018, with more people coming forward to make allegations of sexual assault and harassment and the Movement’s purpose becoming an even more prominent and influential topic of discourse. Its significance and impact has not slowed and its influence and impact is likely to be felt into 2019 and beyond. So, what does this mean for employers?
In the wake of the #MeToo Movement, the amount of sexual harassment claims filed with the EEOC increased by almost 14% in FY 2018 versus FY 2017. In addition, the EEOC filed 66 harassment lawsuits against employers in FY 2018, which is more than a 50% increase in EEOC suits challenging sexual harassment compared to FY 2017. Thus, it is more important than ever for employers to ensure they are effectively preventing and addressing sexual harassment in the work environment through their policies, training, and investigative procedures.
Participants learned about the following:
The legal standards for sexual harassment and their nuances
Elements of an anti-harassment policy and complaint procedure
Elements of a sexual harassment training program
Best Practices for investigating complaints of sexual harassment
Recommendations for how to respond to sexually harassing conduct