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The #MeToo and #TimesUp movements have drawn renewed attention to workplace practices and policies—or the lack thereof—that have permitted sexual harassment and misconduct, to continue, and that have all too often protected the offenders at the expense of the victims. Employers must take this as a “wake up” call and implement policies and practices to prevent harassment in the first instance and promptly detect and remedy such behavior when it occurs. Proactive measures are the best way to protect a company’s employees and reputation and to limit potential liability. For such tools to be effective, employees must know they exist and be comfortable using them to notify management of inappropriate conduct, without fear of retaliation.
Please join our expert faculty, Hon. Shira A. Scheindlin, U.S. District Judge (Ret.) and of counsel at Stroock & Stroock & Lavan LLP, Howard S. Lavin, a partner in the Employment Law Department at Stroock, and Elizabeth E. DiMichele, a special counsel in the Employment Law Department at Stroock, for an in-depth discussion of best practices in handling claims of sexual harassment, including guidance on:
- How to Prevent a Problem: Best practices for training personnel and creating effective policies for receiving and addressing complaints
- How to Proceed When You Have a Problem: Conducting investigations
- How to Make Things Right: Potential remedial measures