Montgomery County Sexual Harassment Lawyers

Recently, an application will soon include sexual harassment reporting. In March 2019, Vault Platform intends to launch its application using blockchain technology, which will allow those experiencing sexual harassment to report it. While billed as a sexual harassment application, an injured party can also report incidents of bullying and discrimination. The application permits users to file a report as an individual or choose the go-together option if they think the perpetrator is harassing others as well. The go-together option compiles all the complaints, which are then forwarded to the company’s human resources department. All the victimized employee needs is a smartphone.

No Anonymous Reporting

If there is a drawback to Vault’s technology, it is that the application does not allow anonymous reporting of sexual harassment or other complaints. When using the go-together option, the names of those reporting are only available to the company’s human resources department, not to those making the report. That means each person’s report is done in confidence.

While the fact that some people may not want to add their name to a complaint is understandable, in the long run, it helps an investigation. It is impossible for a company to get more information from the complainant if the report is anonymous, or have additional questions answered. If an employee feels they simply cannot report harassment without remaining anonymous, they must find another way to do so.

First Blockchain Application

While Vault is not the first application to help people experiencing sexual harassment, it is the first to use blockchain technology. That means the information does not go to a third party, so the company can conduct its investigation in-house. Blockchain technology also means the information provided by the user is impossible to tamper.

More Than Just an Application

Vault’s new application goes beyond a simple reporting tool. The technology allows a company’s human resources department to obtain a better picture of the firm’s culture and where issues are occurring. The report the human resources department receives breaks down the most frequent types of complaints that employees report. That means an employer can become proactive, putting resources into areas where they are most needed. Eventually, this application may become an industry standard, helping employers determine what change their company culture requires, and how it is implemented. Companies in the digital age know that they cannot ignore sexual harassment and other issues. If they do not address it, they not only face potential lawsuits, but may find their reputations trashed on social media. That, in turn, makes it hard to attract good employees and can affect the bottom line.