Kevin Griffith and Ben Mounts
The Good News is That Not All Men Behave Badly
Sexual harassment and the #MeToo Movement is the most visible employment issue in corporate America. No industry has been immune. The intense concentration of reported incidents of sex harassment has shocked America’s conscience. Daily, we have seen one determined victim after another come forward to shed a spotlight on their experience. The emotional turmoil, business disruption and injury to reputations cannot be overstated. Today, no high-powered executive’s job or compensation is safe if he or she engages in sex harassment.
So for 2018, employers would be wise to revisit their anti-harassment policy and audit its effectiveness. Ask: does the policy comply with current best practices? Do confidentiality measures empower employees to come forward without fear of reprisal? Is there guidance for handling off-duty sexual conduct, “years ago” sexual conduct, and obvious “false reporting” for an ulterior motive? Is the policy stopping the offending behavior? If not, why not? Are employees—especially executives—being held accountable for bad behavior in a meaningful and proportionate way?
Consider reinvesting in leadership “buy-in” concerning the anti-harassment policy by conducting C-Suite, manager, and supervisor meetings and “refresher” trainings. Pay special attention to the possible backlash of males shutting down and shunning their female colleagues because they are now confused or fearful about how to act around them. Such backlash can lead to other forms of discrimination if men start “working around” their female colleagues.
Marijuana, Marijuana Everywhere
In 2016, Ohio legalized medical marijuana for about 20 qualifying medical conditions, including epilepsy, cancer, fibromyalgia, CTE, chronic pain, HIV/AIDS, and PTSD. Since then, Ohio has been creating a regulatory framework for its new medical marijuana industry: the Medical Marijuana Control Program. The MMCP may be operational by the fall of 2018. Once it is,