A few years ago, accusations of discrimination or sexual harassment were reported in the national news. Women and men who had been employed by movie production companies or government figures began to speak up, accusing men who were either wealthy or powerful.
As women came forward saying they had also been harassed, the #metoo movement took on power of its own.
Protecting your organization against sexual harassment claims
Employees — both men and women — now know they can come forward with accusations of sexual harassment. You may want to protect yourself, should an employee make accusations against you or one of your company officers.
Learning how to protect your company against claims of harassment or discrimination can help you to identify problem areas.
As you and your company officers discuss this issue, you should also be aware that state and federal employment agencies may also become involved in discrimination or harassment charges against your organization. These include the Equal Employment Opportunity Commission (EEOC) and the State of California Department of Fair Employment and Housing (DFEH).
#metoo and due process
When allegations of sexual violence or harassment are made outside the judicial system, the “court of public opinion” may make judgments of its own. This raises the question of due process for those who have been accused of harassment or sexual violence.
This could affect your firm, especially if allegations of sexual violence are false. Due process as exercised by society may be directed by social standards rather than being defined and guided by the U.S. Constitution.
Should a current or former employee make allegations of harassment or sexual violence against one of your company officers, you may prefer due process as exercised by the judicial system.
