All the rage – should confidentiality agreements in harassment cases be allowed?

Acoso laboral2018 | Febrero 15
What you would lose in the end is the right of the person who may need it most, the victim, to decide what is best for him or her. If they want to make their stand, they can, and maybe that will be what the perpetrator deserves. But maybe they would genuinely prefer to make a new start somewhere else with an ok reference, a decent financial cushion and clear assurances of discretion from the former employer so as to put what may have been a traumatic experience behind them. In those circumstances, agreeing not to talk about something which you have neither need nor wish to talk about seems a very small price to pay and one which victims should be free to agree if they want.
To deny them that ability would be to subordinate what may well be the victim’s best interests to the exceptionally simplistic view that all harassers of any sort must be put through a public wringer at whatever cost to their careers, lives and families even where there may be no truth at all to the allegations against them. Easy to say until it is your own husband or father or key employee in the frame, maybe.

Origen:
All the rage – should confidentiality agreements in harassment cases be allowed? | Employment Law Worldview

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Un pensamiento en “All the rage – should confidentiality agreements in harassment cases be allowed?

  1. Food for thought, indeed, on account of how confidentiality cuts both ways, cuts both involved. As the authors also suggests, the lack of confidentiality also cuts just as deep. Perhaps, the best we can hope for is prevention, awareness, early intervention.

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