The wave of sexual harassment allegations in corporate America has put a new focus on human resource departments and forced companies to decide how much information—if any at all—should be revealed to the public about employee misconduct.
Companies face tricky questions over what they can say publicly about an employee who’s resigned or been fired. Personnel matters once relegated to quiet, internal proceedings are now being highlighted in headlines.
Amid the public attention from the #MeToo movement, there’s new pressure for greater transparency about the facts underlying alleged misconduct and how workplace allegations were resolved. Management-side lawyers say companies should consider liability, the potential for defamation and possible litigation—as well as public relations—when faced with how to publicly respond to questions about an employee who’s been let go.
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