In recent years, the “Me Too” movement has brought attention to workplace harassment and discrimination. Many industries, including entertainment, sports, and politics, have been shaken by allegations of misconduct. To address these issues, some collective bargaining agreements (CBAs) now include a “Me Too” clause, which provides additional protections for workers.
A “Me Too” clause typically allows an employee to file a grievance if they experience or witness workplace harassment or discrimination. The clause can also require employers to conduct investigations into any alleged misconduct and take appropriate actions to address the issue.
One example of a “Me Too” clause in a CBA is the agreement between SAG-AFTRA, the union representing actors, and major television networks. The CBA includes language stating that if a member reports harassment or discrimination, the employer must investigate the complaint and take appropriate action. The CBA also establishes a joint committee to address issues related to harassment and diversity in the television industry.
While “Me Too” clauses can offer important protections for workers, they are not a panacea for workplace harassment and discrimination. Employers must still be proactive in addressing these issues and creating a culture of respect and inclusion. Additionally, employees must feel empowered to report harassment and discrimination when it occurs, and they must be confident that their complaints will be taken seriously.
In conclusion, the inclusion of “Me Too” clauses in CBAs is an important step towards creating safer and more inclusive workplaces. These clauses can provide additional protections for workers and hold employers accountable for addressing harassment and discrimination. However, they must be accompanied by comprehensive policies and programs that promote respect and inclusion in the workplace.