Business Monday

These CEOs have zero tolerance for sexual harassment

Participants march against sexual assault and harassment at the #MeToo March in the Hollywood section of Los Angeles on Nov. 12, 2017.
Participants march against sexual assault and harassment at the #MeToo March in the Hollywood section of Los Angeles on Nov. 12, 2017. AP/Nov. 12

This week’s question to South Florida CEOs who are on the Miami Herald CEO Roundtable: How does your company deal with allegations of sexual harassment?


Fortunately, since the organization’s inception in 1999, GHETC has not had any incidents of sexual harassment. Should a sexual harassment allegation occur, the executive director and our board would follow GHETC’s sexual harassment reporting protocols. This practice includes immediately separating the offending individual from the victim, developing an incident report that results in a thorough investigation of the claimant’s allegations, and completing an administrative leave checklist that based upon the results of the investigation could lead to the offending party being permanently discharged from his duties with our organization.

Margaret “Peggy” Bass, executive director, Good Hope Equestrian Training Center


In my 15 years working at Carrfour, we have not had any allegations of sexual harassment. Carrfour’s policies are built on core values that embrace “everyone’s right to respect, dignity and compassion,” which certainly includes the right to live, work and collaborate in an environment that does not tolerate any form of sexual harassment.

Stephanie Berman-Eisenberg, president, CEO, Carrfour Supportive Housing


At For Eyes and GrandVision, we have a zero-tolerance policy on sexual harassment. If we find out an employee has crossed the line, he/she will be terminated effective immediately. Additionally, we will include all the appropriate documentation in the employee’s file. Depending on the severity of the situation, we will follow up with outside legal counsel.

Jose R. Costa, CEO, For Eyes


Gastro Health maintains zero tolerance for sexual harassment. It promotes a robust anti-sexual harassment culture throughout all of its locations by methodically training new employees immediately upon hiring (New Hire Orientation) and annually thereafter on sexual harassment in the work place (through Web Portal available to all staff). Gastro Health reacts to sexual harassment allegations immediately; it engages in the corresponding policy and procedure as soon as the allegation is reported to HR. We react quickly because we believe in getting to the bottom of these claims in a timely manner and make sure our employees are safe and in a healthy environment.

Alejandro Fernandez, CEO, Gastro Health


We have a strict zero-tolerance policy when it comes to any sort of sexual misconduct and work diligently to maintain open channels of communications, which allow our employees to report any kind of inappropriate behavior. Fortunately, this has not been an issue throughout our 35+ years in business, but we are continuing to take proactive measures to provide a safe and secure work environment.

Carlos Rosso, president, The Related Group’s Condominium division


We like to create a professional, yet friendly working environment among co-workers here at Sportailor. We encourage our employees to feel comfortable and safe. We have been fortunate to never have any sexual allegations, however, if it were to happen, we know our employees would feel safe in coming directly to management and resolve the issue immediately. This act is not tolerable and disrupts not only a cohesive working environment but people’s lives.

Stan Rudman, CMO and owner, Sportailor Inc.


We have a zero-tolerance policy against harassment of any form, including sexual, so if it occurs, it immediately escalates to our top leadership for quick action and resolution. Additionally, we host mandatory harassment training to ensure every person in our company is educated about it, knows how to handle it and how to conduct themselves at work. We work hard to create an environment where people feel safe and protected — and know that if they bring an issue or concern forward, it will be addressed.

Kim Stone, general manager and EVP, AmericanAirlines Arena


We have an HR director that is always available to our staff to discuss any issues that come up in the workplace. We hope to nip issues in the bud, before they become larger problems.

Bernard Zyscovich, founder and CEO of Zyscovich Architects



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