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In Tennessee and throughout the country, much has been made about sexual harassment in the workplace and in society in general. Recently, Facebook has announced that it will no longer require workers to enter into arbitration in sexual harassment cases. The policy was criticized as a means of keeping victims quiet and preventing the public from knowing the true extent of the problem. The company also made changes to its relationship disclosure policy.

Anyone who has the title of director or higher within the organization must now disclose if they are in relationships with other employees. Previously, such disclosure was only necessary if a manager was in a relationship with someone who directly reported to that individual. In addition to Facebook, other tech companies such as Microsoft, Google and Uber have also announced changes to arbitration policies in sexual harassment cases.

Workers who come forward with allegations of sexual harassment are generally entitled to an investigation of their claims. Employers are generally prohibited from retaliating against those who make these claims regardless of who allegedly engaged in the inappropriate behavior. If a worker is retaliated against or otherwise mistreated, it could be a violation of state or federal employment law. Examples of retaliation include terminating an employee, demoting that person or generally harassing an individual online or in person.

Those who have lost a job or experienced other negative consequences after making a sexual harassment claim may have grounds for a lawsuit. They may also be able to file a charge with the EEOC or similar groups. An attorney may review the case to determine the best way to proceed in a given matter. In some cases, a favorable resolution may be reached through settlement talks as opposed to going through a formal trial.