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Sexual Harassment 2.1: Keep Up, We Are Moving Fast…

William Nolan

William A. Nolan

Columbus Managing Partner

Last week I wrote a post elsewhere updating business people on the latest developments arising from the tsunami of high -pr ofile harassment reports and allegations in recent months. The bottom line:  we have had relatively few changes so far (this aspect of this year’s federal tax law a notable exception), but it seems almost certain there will be. For literally decades employers could protect themselves from most harassment claims with a good policy (easy), appropriate training (pretty easy), and responding appropriately to complaints of harassment (not necessarily easy but usually achievable for companies committed to doing so).  I submit that judges, juries, and enforcement agencies are going to expect more from employers even if the law does not change, specifically to know about harassment in their workplace even if it is not reported (which recent events emphatically remind us, it often is not). Here is the full post.  



Workplace Culture 2.0: More Leadership, Less Management

May 29, 2018 | Workplace Culture and Conduct

When Is A Sexual Harassment Policy And Training Ineffective?

April 26, 2018 | Workplace Culture and Conduct

Sex, Power & the Workplace Responding to the Skeptics Q&A: Part 2

April 4, 2018 | Workplace Culture and Conduct

Sexual Harassment In The Non-Profit World

February 14, 2018 | Workplace Culture and Conduct

Part 4: Sex, Power, and the Workplace – When to Tell the Customer They’re Wrong

December 5, 2017 | Employment Lessons, Workplace Culture and Conduct


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