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BEEamicable is a communication tool to empower women and men against the violations of sexual harassment and/or bullying.

“It is helpful for the victim to inform the harasser directly that the conduct is unwelcome and must stop. The victim should use  any employer complaint mechanism or grievance system available…”

(EEOC) U.S. Equal Employment Opportunity Commission


Don’t Be Shamed Into Silence. Let’s keep the #METOO list from growing.

Recently, two words from Hollywood stunned the Nation:  HARVEY WEINSTEIN.

The “Casting Couch” scandal is no longer Hollywood’s best-kept secret. Women everywhere are coming forward with their own stories of sexual harassment.


NO ONE IS IMMUNE TO SEXUAL HARASSMENT: Rose McGowan, Angelina Jolie, Gwyneth Paltrow, Ashley Judd, Cara Delevingne, Mira Sorvino, Rosanna Arquette, Kate Beckinsale…

The post-Weinstein ripple effect of sexual harassment incidents shared by so many #MeToo-ers continues to flood our airwaves.  We are continuously tuning in for the now all too familiar phrase “Breaking News” followed by high profile names of men accused of sexual harassment allegations such as  Matt Lauer, Mario Batali, Charlie Rose, Russell Simmons, Jeffrey Tambor, Al Franken, Roy Moore, Louis C.K., Steven Seagal, Brett Ratner, Dustin Hoffman… and many more.

STAY QUIET NO MORE.  Stand your voice up  to Sexual Harassment.

Anyone can be targeted at any point in their career, whether you’re in Middle America or Hollywood, California. Sexual Harassment cannot and must not be tolerated. Thousands of women and men are finally coming forward to stop this epidemic that’s been haunting America for so long.

Recently, Megyn Kelly, a 45-year-old journalist, at the height of her career, reported having been sexually harassed by her employer at FOX News.

Caroline Heldman, who appeared on FOX News frequently, reported that she was subjected to sexual harassment.

UBER has recently been described as a “culture of sexism,” after having received multiple complaints of sexual harassment by their employees.

According to a study of 2,235 female employees, Cosmopolitan reports that 80 percent of women experienced sexual harassment in some form; 29 percent of those women reported their sexual harassment while 71 percent did not.

Most victims of sexual harassment do not report the incidents. The reason is the negatively-loaded stigma that accompanies sexual harassment. Oftentimes, there are feelings of embarrassment, concerns about retaliation, fear of not being believed, or worry over being fired. Undeniably, it saps your self-confidence and handicaps your ability to stand up for yourself.


With “BEEamicable,” you now have the opportunity to STOP the harassing behavior. Be Clear. Be Strong. Insist that the offensive behavior changes or you will report the offender directly to their employer. “BEEamicable” gives you the power to stand up to the harasser to let them know in no uncertain terms that they have crossed that line.  No one deserves to be on the receiving end of a coworker that just keeps crossing that line.

In most cases, the problem is obvious. Yet, there are times when the offender doesn’t realize he or she IS crossing that line. With “BEEamicable,” you have options:

1) Privately:  You can choose to send a form letter directly  to the harasser which politely asks for the behavior to stop.

To maintain confidentiality, this communication will  be sent via an electronic link. Sometimes the harasser is unaware that their conduct is offensive, and this simple communication to them is all that’s required.

Or, if the offensive behavior continues:

2)  Elevating the tone of the letter by insisting the behavior stops or you will report it directly to your employer.

It is important for you to communicate to the court that the specified conduct is unwelcome. BEEamicable will empower you with the printed documented evidence that will bolster your credibility. (Form letters will carry a date and time stamp to document all attempts to stop this behavior.)

“Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.

Sexual harassment can occur in a variety of circumstances, including but not limited to the following:

  • The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.
  • The harasser can be the victim’s supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.
  • The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.
  • Unlawful sexual harassment may occur without economic injury to or discharge of the victim.
  • The harasser’s conduct must be unwelcome.

“It is helpful for the victim to inform the harasser directly that the conduct is unwelcome and must stop. The victim should use any employer complaint mechanism or grievance system available.

When investigating allegations of sexual harassment, EEOC looks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred. A determination on the allegations is made from the facts on a case-by-case basis.

Prevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees that sexual harassment will not be tolerated. They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains.

It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII.”