How Companies Can Avoid Pitfalls of a Bad Sexual Harassment Policy
How can companies make sure they have sexual harassment policies in place to protect interests and employees? We talked to several attorneys about common pitfalls and the lay of the land in the corporate environment right now. Here are highlights from those conversations.
The U.S. Supreme Court on Monday refused to decide whether the nation's workplace anti-bias law bars sexual orientation discrimination. The justices may soon have another opportunity to take up the closely watched question. The full U.S. Court of Appeals for the Second Circuit heard arguments Sept. 26.
Mediation columnists Abby Tolchinsky and Ellie Wertheim write: While resolution of harassment claims with monetary settlements and non-disclosure agreements provide some recourse, several questions are left open. Namely: How can a victim’s voice and story be heard? How should a perpetrator be held accountable? What is the effect of non-disclosure agreements on the deterrence of future (mis)conduct by the perpetrator?
A Barnes & Thornburg partner in Atlanta who faced possible disbarment for fraudulently billing a corporate client tens of thousands of dollars instead will be suspended for two years, the Georgia Supreme Court says. John F. Meyers was a Seyfath Shaw labor and employment partner at the time of the professional conduct violations.
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