Although sexual harassment has long been a problem for employers, the #MeToo movement has resulted in unprecedented numbers of sexual harassment victims openly complaining internally and, now, in public.
Employers are questioning whether conventional responses to public allegations and complaints against executives and other business-critical employees should remain the norm. Employers also want to make sure their policies, codes of conduct, incentive plans, and employment agreements have been appropriately updated to permit meaningful and decisive remedial actions.
Additionally, lawmakers are considering new ways to prevent sexual harassment, including:
- Attempting to curb non-disclosure covenants in sexual harassment settlement agreements,
- Eliminating certain tax deductions for sexual harassment settlement payments and related attorneys’ fees if the settlements include non-disclosure covenants,
- Voiding arbitration agreements requiring arbitration of sexual harassment claims, and
- Adopting or enhancing sexual harassment training requirements.
This complimentary program will address all of these issues in a moderated panel discussion format, focusing on practical recommendations for responding to sexual-harassment allegations and complaints in this unprecedented time.
For more information, please contact Kelly.Rose@tklaw.com