Emtrain Blog

#MeToo and Sexual Harassment in the Workplace -- What If You Have Been the Offending Party?


With the #MeToo movement still going strong, it’s causing many to ask themselves either “has this happened to me?” or “did I do something like this to someone else?” It’s empowering victims to speak out while at the same time terrifying perpetrators to think about whether something they did in the past may cause them to be accused today. If you find yourself on the wrong side of this equation, know there are ways you can get back on the right side and help cultivate a healthier workplace for all of your coworkers. 

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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.