#MeToo and the Changing Legal Landscape for Employers

The international #MeToo movement has shone a spotlight on sexual assault and harassment in the workplace, with real and immediate consequences for those caught in its wake. The vast reach of the movement is clear, with an estimated 1.7 million tweets across 85 countries relating in some way to the hashtag #MeToo. As women come forward in record numbers, companies are reporting an unprecedented increase in sexual harassment and employment misconduct claims across the board. In light of these developments, employers in all industries are feeling the pressure to respond proactively.

To help employers adapt and protect themselves in this turbulent landscape, Manatt will present a complimentary webinar. Speakers will focus on offering practical guidance to employers regarding their policies and practices in the #MeToo era, as well as how best to respond if a complaint is raised.

During this presentation, the speakers will discuss:

  • How the #MeToo movement has impacted the legal landscape—can employers expect to see increased lawsuits or government agency investigations on harassment claims?
  • Practical tips for investigating a complaint of harassment—“Who, What, When, How and Why”
  • The legal and practical implications of including nondisclosure provisions in settlement agreements
  • What is an “inclusion rider,” and how is it relevant in the #MeToo era?

This live webinar was held Tuesday, May 15, from 12 p.m. to 1 p.m. PT.

To view this webinar on demand click here.

Esra Hudson, Partner and Chair, Employment and Labor Practice

If you would like to receive an audio transcript of this webinar due to accessibility issues, please email us at webinars@manatt.com.

This program does not constitute legal advice, nor does it establish an attorney-client relationship. Views expressed by presenters are strictly their own and should not be construed to be the views of Manatt or attributed to Manatt.



pursuant to New York DR 2-101(f)

© 2024 Manatt, Phelps & Phillips, LLP.

All rights reserved