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PODCAST: #MeToo One Year Later: An Update for Employers

Join Milwaukee attorneys Sarah Platt and Christine Bestor Townsend as they discuss how things have changed for employers in the era of #MeToo.

#MeToo: The Tweet Heard ’Round the World One Year Later

One year ago today, 10 days after the Harvey Weinstein story broke, Alyssa Milano tweeted: “If you’ve been sexually harassed or assaulted write ‘me too’ as a reply to this tweet.”

Workplace Sexual Harassment Prevention: One Year After #MeToo

The #MeToo movement has just celebrated its first anniversary after a year marked by a host of high-profile resignations and terminations across a number of industries.

EEOC Sees Sexual Harassment Statistics Explode In Past Year

The Equal Employment Opportunity Commission (EEOC) just released its preliminary findings examining sexual harassment in the workplace over the past year, and, in wake of the #MeToo movement, no one should be surprised to see the figures rise dramatically. The numbers demonstrate that employers need to be more vigilant than ever when it comes to addressing issues of harassment and discrimination in the workplace.

EEOC FY2018 Filings Report Reflects #MeToo Impact

A review of FY2018 filings by the Equal Employment Opportunity Commission (EEOC) showed a large jump in the number of lawsuits filed, especially for sexual harassment cases. The preliminary findings of Seyfarth Shaw's annual EEOC filing report indicate that the agency has increased its litigation efforts, despite being short two commissioners and with its General Counsel position still unfilled.

Is A Smartphone The Answer To Employers’ Sexual Harassment Reporting Problems?

As employers grapple with the #MeToo movement, they are looking for new ways to encourage employees to report harassment allegations. Although employees are feeling more emboldened than ever to speak out, we have learned from the #MeToo movement that many times employees still will not speak up for fear of discharge or retaliation by their employer or co-workers. In an effort to remedy this problem, several different groups have created applications for employees to anonymously report harassment claims.

#MeToo Claims Hit Foreign Sovereign Employers in the U.S.

Accusations of harassment against Harvey Weinstein, Charlie Rose, Matt Lauer, Bill Cosby and now even Supreme Court Justice nominee Brett Kavanaugh, among many others, over the past year underscore one thing: No one, whether he or she is a prominent politician, corporate CEO, judge, famous entertainer, ambassador or consul general, is immune from the adverse publicity, if not liability, that follows once harassment claims are made.

Dallas Mavericks Investigation Report Recommends Women in Leadership and Anonymous Workplace Climate Surveys to Combat Sexual Harassment

Following a February 2018 Sports Illustrated article regarding alleged sexual harassment and misconduct within Dallas Basketball Limited, the Dallas Mavericks basketball organization (“Mavericks”), the Mavericks commissioned an independent investigation into the claims. The investigators, comprised of two outside law firms, interviewed 215 witnesses and analyzed 1.6 million documents. The investigation report was publicly released on September 19, 2018.

Recent Enforcement Activity Signals Increased EEOC Focus on Harassment

In the latest sign of an increased emphasis on harassment, the federal Equal Employment Opportunity Commission (EEOC) recently announced filing seven lawsuits against various employers charging them with harassment. Five of these claims involved alleged sexual harassment, two alleged racial harassment, and one also included a claim of harassment based on national origin.

eLABORate: Fifth Circuit Finds Employer Liable for Harassment by Nonemployee with Diminished Capacity

Title VII of the Civil Rights Act of 1964 (“ VII”) prohibits unlawful harassment in the workplace that is perpetrated by coworkers and supervisors. Such harassment, whether based on sex (including pregnancy), race, color, religion, national origin, age, disability or genetic information can expose employers to potentially expensive litigation and liability. However, it is important to remember that employers also can be liable for harassment from nonemployees. For example, a restaurant may be liable if it fails to address a customer’s sexual harassment of a waiter or waitress.