Knowing the difference: Performance management versus harassmentEmployers must respond promptly to decipher between legitimate complaints and performance issuesBy Stephen Carpenter and Hilary Foster02/01/2019|Canadian HR Reporter|Last Updated: 01/30/2019Employers are accountable and should provide training to managers, supervisors and employees on the difference between sexual harassment, other harassment and performance management. Credit: Simple Line (Shutterstock) #MeToo began as a hashtag to raise awareness of the pervasiveness of sexual harassment and assault in society.The phrase has been posted or commented on millions of times. Moreover, #MeToo has expanded from raising awareness of sexual harassment and assault to raising awareness of a power imbalance between men and women, especially in the workplace. In the wake of #MeToo, more and more complainants are coming forward with allegations of workplace sexual harassment and other forms of harassment. Whether unmeritorious claims are on the rise, or whether the #MeToo movement has simply given complainants the confidence to speak up, is open for debate. To Read the Full Story, Subscribe or Sign In Remember Me Forgot Password If you are a current Subscriber, please click here to set-up or update your login information.