CommentsBCK FILE--Since the #MeToo movement has taken hold in just about every workplace, from Hollywood and the hospitality industry to the Silicon Valley and government, just about all workplaces have been working to change policies to protect employees and shield employers from costly lawsuits.
So it’s no surprise that the city of Los Angeles spent several months examining new procedures for how sexual harassment allegations were handled. Before new procedures were set in place in December, the city of Los Angeles lacked a consistent method for addressing sexual harassment. The city has over 45,000 employees and is one of the largest employers in Southern California, yet allegations were not tracked and were not always reported to Personnel.
Late last fall, council members including Nury Martinez (photo above) and Mitch Englander began pushing for changes to promote a streamlined and more transparent policy for city employees. By December, a new data collection procedure was in effect for all City departments and bureaus, which were now required to report sexual harassment to department human resources departments within 48 hours of being informed of an incident. HR departments are then required to send a completed Incident Report to the EEO Division. Council Members Nury Martinez and Paul Krekorian filed a motion to examine the feasibility of establishing a hotline. The motion passed and the viability is under investigation.
Since the implementation of revised policies, the city’s personnel department has received at least 26 reports of alleged harassment. To put things in perspective, the total of reports between 2013-2017 totalled 35. The City has paid out over $8 million dollars in settlement claims since 2011 with settlements expected to increase.
Addressing sexual harassment in the workforce requires a variety of steps, including education and more effective reporting procedures to ensure fairness to all parties, as well as major shifts in workplace culture to ensure a safe workplace without threats of harassment or retaliation.
By instituting a streamlined and quick process to report incidents, there will be less of a margin for error in remembering details and more effective handling of incidents.
Consistency and transparency will also keep office holders and managers more accountable for the actions of their staffs. Without accountability, politicians may protect valuable staff members accused of harassment or assault unless the accusations are exposed, as we have witnessed with former White House Staff Secretary Rob Porter accused of domestic abuse, as well as with Rep. Elizabeth Esty (D-CT) who apologized last week for keeping on a top aide who had been accused of abuse allegations. Esty has said she will not resign. CNN reported that Esty had entered into a nondisclosure agreement with her former chief of staff and had even written a letter of reference for him. The aide, Tom Baker, had been accused of threatening and assaulting another of her aides. The two had been in a prior relationship.
With any movement, there’s a risk of paying lip service without follow-through. Developing and maintaining effective procedures for reporting and investigation by a third party will provide for a more secure work environment and will promote due process for the accused, both of which must be priorities as we work to change the work culture in not only City departments but in the private sector, as well.
(Beth Cone Kramer is a professional writer living in the Los Angeles area. She covers Resistance Watch and other major issues for CityWatch.)
-cw
