A bipartisan group of U.S. lawmakers have introduced House and Senate bills that seek to further deter workplace sexual harassment by: (1) banning non-disclosure and non-disparagement clauses in employment contracts, and limiting the use of such clauses in settlement agreements; (2) requiring public companies to provide annual reports to the Securities and Exchange Commission disclosing details about workforce harassment settlements and judgments; and (3) establishing a confidential tip line for employees to report harassment to the Equal Employment Opportunity Commission.

Campbell Litigation, P.C.July 26, 2018#MeToo, harassmentComment

Guidance for Employers in the Wake of the #MeToo Movement

The #MeToo movement—in which women and men have used social media to share their stories of sexual harassment—has had wide-reaching effects. The movement has exposed harassment by esteemed entertainers, businesspeople, and newsmen, resulted in numerous termination decisions, and, some say, has “destigmatize[ed]” the issue for victims of sexual abuse and harassment.

Campbell Litigation, P.C.November 30, 2017#MeToo, sexual harassment, harassmentComment

Fifth Circuit Decision Highlights Importance of Harassment Reporting Policies

This week, the Fifth Circuit Court of Appeals affirmed the summary judgment dismissal of an employee’s claim that he experienced a hostile work environment because of his disabilities—namely, stuttering and anxiety problems. The decision rests on the plaintiff’s failure to internally complain about alleged harassment, and shows just how important workplace reporting policies are.

The Rocky Mountain Employer