The author is a graduate of Northern Arizona University and currently pursuing a law degree in Fordham University. She has worked at the New York Society for the Prevention of Cruelty to Children where she was involved in custody mediation. She is expected to join Fordham’s Mediation Clinic next year. She is also working as a summer associate at the New York office of Morgan, Lewis & Bockius this year.
Sexual harassment is a prevalent problem in the American workplace, Too often, employers stop to ponder their dispute resolution policies AFTER an incident of sexual harassment, rather than designing resolution policies as a preventative measure. This article offers the proverbial ounce of prevention in the form of a contractual provision requiring mediation of all sexual harassment disputes. An expansion of this article appears in the May 1997 issue of the Fordham Law Review.
Sexual harassment has been a pervasive topic in the news over the last few years, as evidenced by the extensive coverage of the Anita Hill and Clarence Thomas hearing, Paula Jones' account of sexual harassment by the president while he was governor of Arkansas, and recent accusations by a female 22-year Army veteran against her former boss, who is the Army's top-ranking enlisted soldier and a member of the commission that reviews the Army's sexual harassment policies.