#MeToo: Where was HR? How did This Happen? And how to Avoid Future Claims
The #MeToo movement is unavoidable. While most companies have policies that purport to prohibit sexual harassment, clearly employees throughout every industry and economic level did not feel comfortable complaining. This is where HR can do more to step in to resolve these issues. A recurring question throughout the national media coverage and outrage is: "how could this have happened, and where was human resources?" This session will cover common themes that have emerged as breakdowns in the HR process that lead to such allegations, how to investigate sexual harassment allegations, and effective policies should be in place to avoid harassment allegations, and create a culture of inclusiveness in the workplace.
- Investigate sexual harassment allegations
- Draft and enforce effective policies to prohibit sexual harassment
About the Speaker
Amber M. Rogers, JD
Hunton Andrews Kurth LLP
Amber Rogers’s national practice assists clients with traditional labor relations and litigation, employment advice and counseling, and complex employment litigation. Amber is Board Certified in Labor & Employment Law by the Texas Board of Legal Specialization, and is a trial lawyer who has extensive experience representing and advising clients in traditional labor relations, such as collective bargaining, representation elections, decertification elections, unfair labor practice charges, arbitrating grievances, contract administration and interpretation, and union avoidance strategies. Amber also serves as the Hiring Partner for the firm’s Dallas office.