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If 2018 was the year of high-profile harassment investigations, 2019 should be the year of putting into practice what we learned from them. As scandal after scandal unfolded, employers scrambled to get to the root of the problems and mitigate the damage. We learned valuable lessons on how not to respond to sexual harassment allegations and how to conduct effective workplace investigations.

It’s important to put what we’ve learned into practice and map out a way forward for 2019. Join Angela J. Reddock-Wright, employment attorney, mediator, arbitrator, investigator and trainer, as she reviews the lessons learned from the high-profile sexual harassment cases that shaped the news in 2018 and outlines a progressive plan for prevention, investigation and resolution.

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After Sheila Hobson and three other assistant managers were denied overtime pay while working at Murphy Oil, they filed a class action complaint. But because the workers had signed employment agreements that contained arbitration clauses, Alabama Northern District Judge C. Lynwood Smith Jr. ordered the plaintiffs to submit their individual claims to arbitration.

According to a 2018 Economic Policy Institute study, 60 million American workers are barred from litigating employment claims in traditional civil court because they have signed away their rights. The study further found that mandatory arbitration is especially widespread in California, Texas and North Carolina.

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