As the #MeToo movement took hold last year, high-profile employers began to realize that they can no longer give favored employees — sometimes a rainmaker or the face of the organization — a pass when it comes to sexual harassment.
Instead, experts have been urging employers to allow HR to conduct investigation and enforce policies. An investigation done in good faith that ends with a “well-reasoned conclusion” is key to employers avoiding liability for harassment claims, Pavneet Singh Uppal and Shayna Balch, both partners at Fisher Phillips LLP, told attendees at the Society for Human Resource Management’s annual conference earlier this year.
