Fear for your job?

Do employees fear for their jobs, seeking secrecy and silence in their knowledge of bad acts by those who are in management roles?

What a sorry state in a business or government which creates that kind of atmosphere. Good people will get pushed out, and good candidates will avoid that company like the plague. As an employer (or citizen, who essentially IS the employer of government), or an owner, or even a consumer, we are ethically responsible for making workplaces secure, where qualified workers can do their jobs. It doesn't take rocket science or PhDs or law degrees to know something is just not right conduct.

Making a change in that environment, however, is a tricky proposition. Do it right, and everyone wins. Neglecting it or raising issues unprotected or making policy which hurts production are wrong actions, personally and professionally. Take these examples under consideration:

Sergeant alleges backlash for reporting sexual harassment, supporting sheriff’s opponent 
https://www.csindy.com/coloradosprings/sergeant-alleges-backlash-for-reporting-sexual-harassment-supporting-sheriffs-opponent/Content?oid=13759186

'Cesspool' of sexual harassment: This department's leaders ousted by New Orleans Mayor Cantrell
https://www.theadvocate.com/new_orleans/news/article_87c5a4ce-8395-11e8-876b-fb266507c7f3.html

NYC Officials Speak Out About The Cop Who Was Punished After Reporting Sexual Harassment
https://www.buzzfeed.com/kendalltaggart/nyc-officials-speak-out-about-cop-who-was-punished-after?utm_term=.ya3K6L5D4#.ajW71x2P5

Columbia University sexual harassment trial opens with allegations of professional treachery
http://www.employmentlawtoday.com/article/37416-cannabis-in-the-workplace-and-employer-rights/

The Moral of the Story? Which ever position you hold, plaintiff or defendant, get competent legal help to protect YOUR interests.

www.barronlaw.com

Employers BEWARE!

Rather than handling harassment complaints on an ad hoc basis, employers should consider the steps that will be followed and the internal and external resources that may be needed if and when complaints are made.
Developing a response plan has multiple benefits. First, in this era of social media and the 24-hour news cycle, companies—particularly those that are in the public eye—want to be ready to act immediately when made aware of harassment or assault allegations. Employees, as well as the media and public, expect that immediate action will be taken when harassment allegations come to light. Having a response plan allows a company to address in advance questions that can otherwise cause delays when a harassment complaint is made. Second, having a plan for responding to harassment complaints takes personalities out of the equation when a report is made. A well-considered plan helps avoid a circumstance in which the identities of the parties (such as the involvement of a “superstar employee”) are perceived to influence the manner in which the employer responds to a complaint. Third, advance planning permits necessary stakeholders within the company to be part of the process, allowing the employer’s response to harassment complaints to be considered as part of the company’s proactive diversity and inclusion efforts.

For more of this story, see https://www.law.com/njlawjournal/2018/05/18/in-the-era-of-metoo-employers-should-consider-complaint-response-plans/?slreturn=20180521200447

To develop YOUR plan, contact www.lawbarron.com