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HR's #MeToo dilemma: How much to say about fired employees?

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 informationif any at allshould be revealed to the public about employee misconduct.

By Erin Mulvaney | Updated on January 31, 2018
Amid the public attention from the #MeToo movement, there’s new pressure for greater transparency about the facts underlying alleged misconduct. (Photo: Shutterstock)

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.

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