Emtrain Blog

How to Handle Claims of Harassment or Misconduct in a #MeToo World

The #MeToo movement has empowered people to speak up about inappropriate, sexually-charged behavior. But there are still lingering questions: Is it okay for me to handle issues myself? At what point should I escalate it? If I do escalate, what does that look like?

Here Are the Elements for a Monopolization Claim under the Federal Antitrust Laws

Earlier this month, our new Antitrust and Competition Law course expert, Jarod Bona, shared some insights on his blog about how the federal antitrust agencies and courts decide if an organization's behavior would be illegal under antitrust or competition laws.

Bona mentions that while not all monopolies are illegal, improperly utilizing your market power can cause you to run afoul of US, EU, or other antitrust or competion laws. 

Making Sense of the #MeToo Movement

Think about this. A company that promises a “harassment-free workplace" is like a restaurant that promises you won't get food poisoning. Promising a harassment-free workplace essentially says, “we promise we won’t break the law, but we guarantee nothing else.”Corporations have to do better. The #MeToo movement demands that companies do more than just not violate the law and dodge litigation. But if it's not compliance, what should companies focus on to really make a difference?

Six Ways To Be Strategic To Prevent Workplace Harassment

It’s pretty clear that the way most companies handle sexual harassment issues isn’t working. Victims feel they can’t report incidents for fear of retaliation, HR feels obligated to protect the company, bystanders get cynical as issues persist, and business executives state they have zero tolerance for harassment but make big exceptions for “high value” talent. Legal teams use settlements and NDAs to sweep the biggest issues under the rug. The story plays over and over again. 

What Color Is Your Workplace?

Imagine a scene where a group of colleagues are having a brainstorming meeting. At first, everything is on-topic and productive. Then a manager says something inappropriate: maybe it’s a sexual comment or a joke based on a stereotype; maybe it’s a mocking observation about an employee’s value to the team.  About half the people burst out in laughter. A few people shift in their seats. Two colleagues glance at each other. Some people are clearly uncomfortable but they let the comment go by so they can get back to work. This incident passes by, but over time, little comments like these add up and demotivate and demoralize members of the team.