It seems like every day it is a new name and new accusations.
UniquelyHR CEO Michaela Kiner says the rash of sexual harassment allegations has also prompted a new trend.
"We have certainly had calls from smaller companies saying we want to learn from this," Kiner said. "We don't want to be the next Uber, for instance, so we have seen a spike in that kind of training."
Kiner helps roughly 50 small businesses establish protocols and training. She's been a long time HR professional in Seattle as well.
"You don't have to know employment law to behave correctly, you just kind of have to be a decent person and do you job," she said.
Kiner's background also gives her insight on how employees should approach harassment cases. It has long been whispered that HR executives look to protect companies more than employees. Kiner has a strategy for people.
"I think it's good to ask the HR person. Just say there is something I may want to share with you. Before I share, let me know what's your responsibility in keeping things confidential?
When do you have an obligation to look into a concern, because when there is a violation of law or a policy, HR has an obligation to take that forward," she said, adding, "If an employment is especially wary about retaliation or simply doesn't have trust in their company, that's going to be a case where they're want to go outside and contact an employment attorney."
Still, she says many organizations in Seattle are doing things the right way.
"There are a lot of incredible organizations out there where people are respectful, having great values, this stuff is not happening," she said.
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