Clark Hill Member, Stephanie Rawitt Quoted in HR Hero, “Bill takes aim at forced arbitration of sexual harassment complaints” December 2018
Philadelphia, PA – Attorney Stephanie Rawitt was quoted in HR Hero in an article relating to the introduction of a new bill presented in Congress. If the bill, the Ending Forced Arbitration of Sexual Harassment Act, is to pass some question whether the intent will be attained – which is to prevent harassers from settling claims in secret and then continuing to harass.
Rawitt states, ““Arbitration is something we have kind of looked upon favorably since the 1930’s. The lawmakers behind the bill are responding to the rage that I think our society is feeling right now. Even if arbitration is removed from the picture and claims become lawsuits, claims won’t necessarily worm [their] way into the public eye.”
Rawitt poses another question, however, “What can employers do to make employees understand that there is no tolerance for sexual or other kinds of harassment? Laws already are in place, and employment policies against harassment are common. But it seems they aren’t doing the trick since harassment still occurs. So the problem, at its root, is bigger than the solution proposed by the bill. Even if the bill passes, it may not provide much change because as complaints go through administrative agencies, they’re often settled and may still be kept secret.”
Rawitt is a trusted advisor to both public and private companies. She works with Human Resources Departments to create, manage and maintain up-to-date employment policies and procedures to ensure that their companies are in compliance with Federal, State and Local laws. Stephanie advises employers on issues concerning statutory compliance with employment laws (such as the ADA, Title VII, the ADEA, FLSA, FMLA, Form I-9 Compliance and state wage laws). As part of her advisory service, she offers training programs on a full range of employment matters as well as assistance to personnel management on issues related to hiring, performance, assessment, monitoring, investigations, discipline, discharge, workforce reduction programs, affirmative action plans, and risk assessments.
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Sexual Harassment remains a persistent problem in the workplace despite regulation, mandatory training, and national attention, such as the #MeToo Movement.
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