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