Harassment and the #MeToo Movement in the Private Club Industry

Club Director Spring 2018

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:

  1. Expressly prohibit any sexually harassing or inappropriate behavior by staff or members toward employees, guests, members or patrons.
  2. 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).
  3. 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.

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