Movie mogul Harvey Weinstein has been accused of multiple incidents of sexual harassment and sexual assault, allegedly occurring over a period of years or even decades. Since then, the #MeToo floodgates have opened, with numerous allegations against other prominent individuals, including actor Kevin Spacey, journalist Mark Halperin, and former President George H.W. Bush.
The problem is widespread. According to a new NBC News/Wall Street Journal poll, nearly half (48 percent) of currently employed U.S. women surveyed reported that they had experienced an unwelcome sexual advance or verbal or physical harassment at work.
Do you have a serial harasser in your workplace? Even worse, do you have a workplace culture that encourages or quietly condones such conduct?
If you think you may have a problem in this area, you probably do.
Don’t stand by and wait for a costly lawsuit, or one or more damaging public accusations. Instead, join us for a timely and informative webinar all about addressing, and ending, sexual harassment in the workplace.You’ll learn:
About Your Presenter:
- Recent cases illustrating the ways in which aggressive business practices may foster a culture that breeds harassment claims, including the latest allegationsagainst Harvey Weinstein and other high-ranking executives
- How to foster an anti-harassment culture
- What to do when the alleged harasser is—or is protected by—the boss
- Findings from the EEOC’s recent Select Task Force on the Study of Harassment in the Workplace
- Details from the EEOC’s proposed guidance, released in January 2017, on what employers need to do to proactively eliminate harassment in the workplace
- How to evaluate whether company leaders’ messages and tone aligns with your efforts to maintain a harassment-free culture
- What to do if one of your company leaders is accused of harassment or other unlawful—and publicly damaging—sexual misconduct
- What never to do while investigating allegations of sexual harassment at work
- Signs that the workplace may be fostering a culture that turns “a blind eye” to questionable or downright unlawful conduct—and what to do about it immediately
- How to manage a situation when multiple alleged victims come out with claims against one or more members of your workforce
Mark Schickman, Esq.
Freeland, Cooper & Foreman LLP
Mark I. Schickman of Freeland Cooper & Foreman LLP in San Francisco is the Editor of the California Employment Law Letter and has written and appeared in numerous employment training videos. He concentrates on employment and labor law, litigating every type of employment matter, handling charges before California and Federal administrative agencies and providing advice in avoiding liability for discrimination, harassment, wrongful termination, union-related charges, and all other aspects of the employment relationship; he is an expert in constitutional law. He is a member of the blue ribbon employment arbitration panel of the America Arbitration Association and has written about and taught labor and employment law across the country.
Mr. Schickman represents California on the American Bar Association's Board of Governors and has served as president of the Bar Association of San Francisco and as governor of the State Bar of California—posts that keep him focused on the entire employment law landscape in California.