Why your sexual harassment policy needs a contingency plan
Business Management Daily
NOVEMBER 21, 2019
But in the days after the termination , details emerged showing that the fast food company had prepared in advance to handle relationships between C-suite executives and subordinates. The company’s policy had already defined such power-imbalanced relationships as violations of its sexual harassment policy. Easterbrook had already signed a non-compete and severance pay agreement that took immediate effect.