The #MeToo movement has renewed and reshaped the discussion of sexual harassment in the workplace. As more and more revelations of executive sexual misconduct come to light, companies and their boards are becoming increasingly proactive in establishing new corporate policies and drafting employment agreements that include not only provisions outlining policies against sexual harassment and misconduct, but also measures to claw back executive compensation when appropriate.
What You Will Learn
Are your clients' policies and employment agreements up-to-date? Join us for this 60-minute video webcast to explore best practices in designing executive employment and compensation agreements that reflect the new standards of what constitutes cause and provide for the forfeiture of executive compensation in cases of sexual misconduct.
- A review of recent past history leading to today’s #MeToo movement
- Issues of board and company responsiveness and responsibility – examples and actions
- Sample legislative response:
- Disallowance of a deduction under Section 162(q)
- Sunshine in the Workplace Harassment Act
- Ending the Forced Arbitration of Sexual Harassment Act of 2017
- Employment agreements:
- Defining cause
- Clawback provisions and policies
- Renata J. Ferrari, Ropes & Gray LLP, Boston, Massachusetts
- John L. Utz, Utz & Lattan, LLC, Overland Park, Kansas
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