The #MeToo movement is just over a year old, but it has ignited potentially explosive questions of how to address workplace conduct, from sexual harassment to interactions that exclude certain genders or nationalities. Conduct going back decades and longer is now under scrutiny. Even the most equality-conscious employers must remain informed and proactively prepared to address arising issues of federal, state, and local legislation concerning harassment, discrimination and related misconduct matters.
Join Foley Gardere employment law attorneys Rachel Powitzky Steely and Jessica Glatzer Mason for an interactive and engaging discussion on what’s new in the #MeToo era, as well as other increased workplace challenges that employers and Boards are facing. The topics and questions of discussion will include:
- The Magnitude of #MeToo. With the abundance of allegations continuing to make headlines from Hollywood, to the halls of Congress and upper management, how are Boards and shareholders reacting? What has stayed the same? What’s different?
- Legislative Updates. There have been efforts in Texas and elsewhere to limit the enforceability of nondisclosure and confidentiality agreements, as well as restricting the use of arbitration agreements for workplace misconduct claims. What does this mean for employers?
- The Dark Side of #MeToo. Weinstein Clauses, closed door meetings and secret internal investigations: Has the movement empowered complainants to report current and past conduct or, instead, pushed women out of executive communications?
- Internal Investigation Considerations. When it comes to making an informed decision regarding possible action in response, who should investigate? What aspects of the investigation are privileged?
- Best Practices for the New Workplace Environment. Employers should consider implementing best practices and anti-harassment training to engage and address these challenging times of the #MeToo movement, from the Board room to the break room. Learn how to effectively administer training.
This program will be hosted by Foley’s Austin Women Attorneys and is intended for in-house counsel, Board of Director members, audit and compensation committee members, risk managers, executive management and Human Resource professionals.
Foley & Lardner LLP will apply for CLE credit after the program, wherever applicable. Foley & Lardner LLP certifies that this activity has been approved for California MCLE credits by the State Bar of California in the amount of 1.5 general credit hour. Foley & Lardner LLP is a State Bar of California MCLE approved provider. Certificates of attendance will be distributed to eligible participants approximately eight weeks after the program via email.
Human Resources Credit Institute
This program has been submitted and is pending approval from HRCI.