As employment lawyers, Kristen Prinz and Laura Feldman have seen their fair share of workplace harassment matters—and often, the harassers bring in a significant amount of revenue. When an organization won't address this behavior and risks losing that revenue, it makes people less likely to speak up. But the law doesn't make exceptions for rainmakers. In this episode, Laura and Kristen walk through examples of how a company should (and shouldn't) respond to a claim of harassment made against a top employee or supervisor.
Hear Kristen and Laura explore:
How effective workplace reporting systems really are
Whether there’s a legal difference between formal and informal complaints
How reporting obligations for management differ from other employees
Protections afforded by both state and federal anti-harassment laws
Whether an employee can request not to work with their harasser
What steps organizations can take to show employees that they take harassment claims seriously
Employees and companies at large both suffer when bad apples at the top get away with more than they should. Tune in for our insights on how to respond to these claims in a way that protects the best interests of both the company and the employee making the complaint.
Stay Connected and Learn More
Read Laura's blog, When Your Harasser Is the One Who Pays the Bills
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