As an employment law attorney who’s almost seen it all, recent allegations against Skip Bayless and a Sr. Exec from Fox Sports remind us that workplace harassment isn’t just surviving – it’s potentially thriving, even in organizations we’d expect to know better by now.
Imagine being offered $1.5 million – not for your professional expertise or years of dedicated service – but for sexual favors. According to a recent lawsuit filed in California, this wasn’t a plot point from a dated Hollywood script, but rather an alleged real-life scenario at a major sports network.
The allegations in this case read like a masterclass in what 🚫 to do. When executives allegedly wield their authority as both a sword and shield – threatening job security while protecting themselves from consequences – we see how power imbalances can create perfect storms of toxicity.
Red Flags and Warning Signs for Employers:
➡️ Alleged retaliation against those who speak up
➡️ Claims that HR department failed to adequately address complaints
➡️ Using job security as leverage for inappropriate demands
➡️ Allegations of intersecting harassment based on gender, race, and religion
✳️ Tried, true and real solutions still work:
✔️ Clear Reporting Mechanisms w/ multiple channels
✔️ Regular Training with Teeth
✔️ Conflict of interest practices when the gatekeepers have been implicated
Don’t just check the box with annual harassment training. Make it meaningful, interactive, and clearly communicate consequences.
The Cost of Getting It Wrong
While these are just allegations at this point (and it’s crucial to note that no final determinations have been made), the potential costs to businesses are clear:
💵 Legal expenses
😠 Reputation damage
🥹 Loss of talent
‼️ Potential class action exposure
The most troubling aspect of these allegations isn’t just the reported behavior – it’s how familiar it feels in 2025. Despite decades of awareness, training, and legal framework development, we’re still seeing cases that could have been ripped from headlines 30 years ago.
Remember: The cheapest harassment case is the one that never happens because you created an environment where it couldn’t take root in the first place.
Disclaimer: This article discusses allegations from a recently filed lawsuit. No determinations of fact have been made by any court regarding these claims, and all parties are entitled to their day in court. The purpose of this article is to provide general information and best practices for workplace harassment prevention, not legal advice.
