Jeffrey H. Ruzal, Member of the Firm, and Adriana S.Kosovych, Associate, in the Employment, Labor & Workforce Management practice, in the firm’s New York office, co-authored an article in Club Director, titled “Harassment and the #MeToo Movement in the Private Club Industry.”
Following is an excerpt (see below to download the full version in PDF format):
The recent heightened awareness to sexual harassment issues affects a wide range of industries, and has prompted employers to consider ways to get ahead of the problem. In order to reduce the risk of such complaints, private clubs may take a number of proactive steps.
Anti-Harassment Policy: Clubs should develop a zero-tolerance policy against harassment that includes, at a minimum, the following elements:
- Expressly prohibit any sexually harassing or inappropriate behavior by staff or members toward employees, guests, members or patrons.
- Define sexual harassment, making clear that it includes inappropriate relations, touching, and communication (i.e., emails, phone calls, text messages, or messages through social media).
- Firmly state that any individual (staff or members) found to have engaged in sexually harassing behavior will be subject to discipline and/or immediate dismissal or expulsion.