WO2019213356A1 - Système de rapport et de notification de victime et mécanisme d'alerte pour des organisations - Google Patents

Système de rapport et de notification de victime et mécanisme d'alerte pour des organisations Download PDF

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Publication number
WO2019213356A1
WO2019213356A1 PCT/US2019/030334 US2019030334W WO2019213356A1 WO 2019213356 A1 WO2019213356 A1 WO 2019213356A1 US 2019030334 W US2019030334 W US 2019030334W WO 2019213356 A1 WO2019213356 A1 WO 2019213356A1
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Prior art keywords
report
conduct
employer
employee
victim
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PCT/US2019/030334
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English (en)
Inventor
Ariel D. Weindling
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Weindling Ariel D
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Priority claimed from US16/180,988 external-priority patent/US11049075B2/en
Application filed by Weindling Ariel D filed Critical Weindling Ariel D
Publication of WO2019213356A1 publication Critical patent/WO2019213356A1/fr

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    • G—PHYSICS
    • G06—COMPUTING; CALCULATING OR COUNTING
    • G06Q—INFORMATION AND COMMUNICATION TECHNOLOGY [ICT] SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES; SYSTEMS OR METHODS SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES, NOT OTHERWISE PROVIDED FOR
    • G06Q10/00—Administration; Management
    • G06Q10/10—Office automation; Time management
    • G—PHYSICS
    • G06—COMPUTING; CALCULATING OR COUNTING
    • G06Q—INFORMATION AND COMMUNICATION TECHNOLOGY [ICT] SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES; SYSTEMS OR METHODS SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES, NOT OTHERWISE PROVIDED FOR
    • G06Q10/00—Administration; Management
    • G—PHYSICS
    • G06—COMPUTING; CALCULATING OR COUNTING
    • G06Q—INFORMATION AND COMMUNICATION TECHNOLOGY [ICT] SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES; SYSTEMS OR METHODS SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES, NOT OTHERWISE PROVIDED FOR
    • G06Q50/00—Information and communication technology [ICT] specially adapted for implementation of business processes of specific business sectors, e.g. utilities or tourism
    • G06Q50/10—Services
    • G06Q50/18—Legal services
    • G—PHYSICS
    • G06—COMPUTING; CALCULATING OR COUNTING
    • G06Q—INFORMATION AND COMMUNICATION TECHNOLOGY [ICT] SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES; SYSTEMS OR METHODS SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES, NOT OTHERWISE PROVIDED FOR
    • G06Q50/00—Information and communication technology [ICT] specially adapted for implementation of business processes of specific business sectors, e.g. utilities or tourism
    • G06Q50/10—Services
    • G06Q50/26—Government or public services
    • G06Q50/265—Personal security, identity or safety
    • H—ELECTRICITY
    • H04—ELECTRIC COMMUNICATION TECHNIQUE
    • H04L—TRANSMISSION OF DIGITAL INFORMATION, e.g. TELEGRAPHIC COMMUNICATION
    • H04L9/00—Cryptographic mechanisms or cryptographic arrangements for secret or secure communications; Network security protocols
    • H04L9/40—Network security protocols

Definitions

  • the present invention relates to a reporting system. More particularly, the present invention relates to a victim reporting and notification system and alert mechanism for organizations providing a mechanism whereby victims of harassment, discrimination, bullying or other unwanted behaviors and/or inappropriate and/or unlawful conduct can report them safely, privately and easily to their employers or to any other organizations.
  • the present invention provides employees and employers with tools enabling them to eliminate harassment and/ or discrimination from the workplace and to comply with their legal obligations.
  • the reporting system enables the reporter to be connected to counseling and representation to assist them in dealing with the unlawful conduct.
  • reporters of unlawful conduct need in certain cases to be connected with counseling (psychologists, lawyers, etc. ) and representation to understand their rights and deal with such conduct.
  • Figure 1 is a schematic of the present victim reporting and notification system.
  • Figure 1A is a schematic representation of the relational database tables used in accordance with the victim reporting and notification system.
  • Figures 2— 45 are screenshots showing operation of the reporting app of the victim reporting and notification system.
  • Figures 46-49 are screenshots of the graphical user interface showing activities of interest to employers using the victim reporting and notification system.
  • a victim reporting and notification system 10 in accordance with the present invention provides a mechanism whereby one can safely, easily and anonymously (or not) report conduct that is believed to constitute harassment, bullying and/ or discrimination.
  • the victim reporting and notification system 10 is operating under the name #NotMe 1 M , and this term is used on various drawings.
  • While the victim reporting and notification system 10 offers many tools applicable to workplace harassment and/or discrimination as a mechanism for protecting employees 12 who are the victims of workplace harassment and/or discrimination and assisting employers 14 in protecting their employees, it is fully appreciated harassment and/or discrimination occur in a wide variety of environments, for example, nursing homes, clubs and organizations, homes, etc., and the victim reporting and notification system 10 is equally applicable to these environments.
  • the victim reporting and notification system 10 goes beyond the scope of employment and can be used in other settings and environment for people to easily report through the #NotMeTM app other behaviors or instances they would like to prevent from happening, avoid or see stop.
  • the victim reporting and notification system 10 also helps individuals and organizations tangentially affected by harassment and/or discrimination and protects employees as well as it empowers them to report and facilitate the reporting.
  • the workplace is a regular site for harassment and/or discrimination.
  • employers 14 and others running organization of various types
  • others associated with the employers or organizations are deeply affected by actions of the perpetrators of harassment and/or discrimination.
  • the victim reporting and notification system 10 has been developed with tools providing employers 14 (and others running organization of various types) the ability to eliminate harassment and/ or discrimination.
  • employers 14 and others running organization of various types
  • the victim reporting and notification system 10 is highly applicable to the workplace and the following description describes the victim reporting and notification system 10 in this context.
  • the terms “employee(s)” and “employer(s)” are used throughout the present disclosure as a mechanism to fully disclose the victim reporting and notification system 10, the present invention is applicable to anyone who is a victim of harassment and/or discrimination or of other unwanted/undesirable behaviors /conducts, a witness to harassment and/or discrimination or of other unwanted/undesirable behaviors /conducts (wherein both victims and witnesses who report such action are considered“accusers” in accordance with the present invention), and/or those running organizations where such unlawful and/or inappropriate conduct occurs.
  • the victim notification system 10 employs a computer-based reporting application (“reporting app”) 16 used by an employee 12 via a smartphone, tablet, laptop, or other computer device 18 to safely, easily and (if desired) anonymously report conduct that is believed to constitute harassment and/or discrimination or that should not happen in the workplace.
  • the reporting app 16 empowers employees 12 to report inappropriate and/or unlawful conduct to an independent company and to their employer 14 to the extent it subscribes to the victim notification system.
  • the reporting app 16 of the victim notification system 10 is a powerful tool provided by an employer 14 to help the employees 12 in its effort to eliminate workplace harassment and discrimination. By having employers 14 adopt the victim notification system 10 and making reporting so easy, the perpetrators of workplace harassment and/or discrimination will be deterred from further conduct. While the present disclosure focuses upon the ability of the employee 12 to report workplace harassment and/or discrimination, it is appreciated the victim notification system 10 has been developed so as to allow for witnesses (and other people) to similarly report workplace harassment and/or discrimination and/or other behavior and situations.
  • the victim notification system 10 includes a central operational facility 20 operated by a system administrator(s) 22. Users of the victim notification system 10, whether they be employees 12, employers 14, or others working in conjunction with the victim notification system 10, communicate with the victim notification system 10 via a global communication network using various computing devices well known to those skilled in the art.
  • the central operational facility 20 includes a central server 21 with a central server database 24, a notification system 26, and data analysis system 25 with a scoring system 27 having a scoring system database 27b.
  • the central operational facility 20 may also include other hardware and software based elements that are well known for use in the implementation of such a computer based communication network.
  • both the central server database 24 and the scoring system database 27a store information in an encrypted manner such that the stored information can only be accessed by authorized users, wherein authorization is given by the system administrator(s) 22.
  • the data storage is fully encrypted and decrypted“on-the-fly” when read.
  • Access to both the central server database 24 and the scoring system database 27a is done either through HTTPS (SSL encryption) or through an SSH (Secure Shell) access restricted by private keys.
  • SSL encryption Secure Socket Transfer Protocol Secure
  • SSH Secure Shell
  • the elements of the central operational facility 20 need not be found at a single location, but may constitute distributed elements located at various locations and connected via network connections in a manner well known to those skilled in the art.
  • the central operational facility 20 is designed to be accessed by employers 14, employees 12, the system administrator 22, third-party law enforcement agencies 28, and other stakeholders desiring to eradicate and address occurrences of the harassment and/or discrimination or other behaviors such as for example mass shooting.
  • the victim notification system 10 operates to provide objective assessments of reported behavior. This is achieved by receiving reports regarding harassing, bullying and/or discriminatory type behavior, wherein the reports are composed of structured data limited to a predetermined list of specific conducts, behaviors, locations, etc. Thereafter, the severity and pervasiveness of the harassing or discriminatory behavior is ranked using the previously mentioned scoring system 27 of the data analysis system 25. The severity and pervasiveness of the reported harassing or discriminatory behavior is then analyzed and recommendations are generated. In accordance with the recommendations, appropriate action (for example, notifying employers, initiating investigations, etc.) is then taken.
  • appropriate action for example, notifying employers, initiating investigations, etc.
  • the employees 12 access the central operational facility 20, in particular, the central server database 24, via the reporting app 16.
  • the reporting app 16 is designed to be free to employees 12 and simply downloaded in a well-known manner. Once the reporting app 16 is downloaded, the employee 12 registers their device and creates an account. Thereafter, the employee 12 may report instances of harassment, discrimination and/or bullying.
  • the employee 12 first downloads the reporting app 16 to his or her smart phone or other computer device 18.
  • the reporting app 16 allows an employee 12 to discreetly and easily report questionable or inappropriate conduct such as harassment, discrimination or bullying.
  • questionable, unlawful and/ or inappropriate conduct the employee 12 is empowered to help their employer 14 monitor and properly address inappropriate behavior. See Figures 2A-D.
  • the employee 12 downloads the reporting app 16, and where an employee 12 is new to the victim notification system 10, he or she is asked to sign up for an account (see Figures 3, 4, 5, 6, 7A, and 7D). During the sign up process, the employee 12 is asked to provide the following information: first name, last name, email, birthdate, phone number, and is asked to create a password. The employee 12 is also asked to review and approve of the terms of use and the privacy policy. Finally, the employee 12 confirms their email address and cell phone number via a confirmation mechanism known to those skilled in the art.
  • each employee 12 Upon registration each employee 12 is provided a unique token that is hashed and stored in the central server database 24.
  • the token When an employee 12 logs in, the token and sent through the public API 31 so each employee 12 can be differentiated.
  • a public API 31 (used by the reporting app 16) allows access to each employee’s information, but prevents employees from accessing other user’s information.
  • the employee 12 When it is time to report an incident, the employee 12 simply opens the reporting app 16, logs in (see Figures 8) and swipes the“SWIPE TO REPORT” button 30 (see Figure 9). In addition, and at this point, the employee 12 is asked to identify the name of the employer, enter the company email address, and confirm the company email (see Figures 10 and 11). Through the utilization of the victim notification system 10, and as part of the agreement between the employer 14 and the system administrator 22 of the victim notification system 10, the employer 14 reminds its employees that it cannot retaliate against the employee for reporting or complaining about harassment and/or discrimination (see Figure 12). Retaliation is unlawful.
  • the employee 12 is made aware of this fact and that unlawful retaliation can be any of the following: termination, demotion, change in compensation or in salary, change of schedule, change in job duties and responsibilities, and further derogatory comments.
  • the employee 12 is notified that if they experience any of these activities after making a report the actions should be reported to either the system administrator 22 of the victim notification system 10 or to another individual empowered to handle the situation.
  • the employee 12 is further requested to identify whether he/she is reporting on their own or as a witness (see Figure 13), whether he/she is reporting about current or past behavior (see Figure 14), the name of the employer (see Figure 15), the name of the last supervisor (see Figure 16), the address of the employer where the act took place (see Figure 17), and the name of the human resource representative (see Figure 18).
  • the reporting app 16 is developed to make reporting of instances of harassment, discrimination or bullying (or other behaviors) very simple.
  • the employee 12 is provided with a graphical user interface showing four icons that are provided for inputting relevant information (see Figure 19).
  • a witness may similarly report an incident and the reporting app 16 provides a mechanism to allow for the user to designate whether the report is being initiated by an employee or a witness.
  • Initiation of the reporting process generates an API call via the public API 31 to the central operational facility 20 to generate a blank report that includes a report ID, the date of creation for the report, the company the person works for, and whether the person is the victim or witness.
  • the blank report is stored in the in the central server database 24.
  • the questions associated with the “WHAT” icon 32, “WHERE” icon 34,“WHEN” icon 36, and“WHO” icon 38 are customizable by the employer (or organization using the system) 14.
  • an employee of a company for example, when he or she wants to start filling out the“What” questions and taps on the“WHAT” icon 32, generates an API call via the public API to the central operational facility 20 that queries questions that the company has decided it wants to ask its employees about“What” happened and then push those questions to the reporting app 16 of the user’s smartphone 18 or other computer device.
  • the employee 12 Upon clicking upon the“WHAT” icon 32, the employee 12 is provided with the option of identifying die action he or she is reporting (see Figures 20A-D, 21, 22). The employee proceeds through the various pages of prompts by click on the Next button 35.
  • the employee 12 may first pick from various inappropriate actions, for example, including but not limited to, groping, touching, visual, jokes, lewd remarks, inappropriate comments, sexual intercourse, request for dates, inappropriate advances, expression of sexual interest, inappropriate physical contact in public or private places, shared sexually inappropriate images or videos (pornography) with you or coworkers, send suggestive letters, notes, emails or texts, displayed inappropriate sexual images or posters in the workplace, told inappropriate jokes or shared sexual antidotes, made inappropriate sexual gestures, stare in a sexually suggestive of offensive manner, made sexual comments about appearance, clothing, or body parts, inappropriately touched, including pinch, padded, rubbed or purposefully brushed against you or another person, asked sexual questions such as questions about someone’s sexual history or their
  • the reporting app also allows an employee to report whether the same or similar actions had been previously reported. See Figure 22. Once the employee has answered all of the questions in the“WHAT” questionnaire, the“WHAT” box gets updated with a check mark ( Figure 23) to indicate to the employee that the “WHAT” questionnaire has been duly completed. The employee 12 may then click the“CONTINUE” button 35a and continue inputting information.
  • the employee 12 may also provide information as to“WFIERE” the action happened or occurred. In conjunction with this, the employee 12 is prompted to describe the location“WHERE” the incident or instances happened. The employee 12 is then asked to indicate where the behavior occurred if in the office or out of the office (See Figure 24). If the behavior occurred in the office, the employee is asked to select where it happened in the office, for example Bathroom, Break room, Reception, over social media, online, etc. (see Figure 25). If the behavior occurred out of the office the employee is asked to indicate where it happened, for example, in a Uber/Lyft, online, at a party, etc. (see Figure 26).
  • the employee 12 would need the ability to specify the WHAT/ WHERE for each such instance without having to re-specify the WHO each time and filing a distinct report for each instance.
  • the employee 12 is provided with the option of either reporting all of the information to the system administrator 22 for processing and use in accordance with the full scope of the victim reporting and notification system 10 (see SUBMIT REPORT TO #NOTMETM button 37) or the employee 12 may simply transmit the information for recordation and storage by the victim reporting and notification system 10, with no further action taken and access to the information only available to the employee 12 (see NOT READY TO SUBMIT YET . . . buton 39). See Figures 41 and 43. The transmitted data is ultimately timestamped and provided with a report ID. The information is maintained by the system and may be reviewed by the employee before reporting. See Figure 44A-F.
  • the reporting app 16 transmits the input information to the central server 21.
  • the input information is temporarily stored on the central server 21. This allows the employee 12 to save the progress made in answering questions and ultimately create the report later.
  • the report is maintained in the central server database 24 as“in progress” and is only labeled“finished” upon final submission.
  • the employee 12 has the choice between journaling the report only (that is, clicking the NOT READY TO SUBMIT YET . . . button 39 and maintaining on the central server database 24 of the victim reporting and notification system 10 for use only by the employee 12) or fully submitting it to the victim notification system 10 (by clicking the SUBMIT REPORT TO #NOTMETM button 37) for full use by the system administrator 22, the employer 14, and others who might be participating in conjunction with the victim notification system 10.
  • the victim reporting and notification system 10 enables employees 12 to keep a journal and document behaviors and instances of harassment and/or discrimination without reporting them. Where the employee 12 only wishes to “journal” the report, the reporting app 16 will send the information to the central server 21 at the end of every step as discussed above.
  • the employee 12 may attached and upload evidence in conjunction with the report. This is achieved by clicking on the UPLOAD EVIDENCE FOR YOUR REPORT button 41 (see Figures 41) that leads the user to an interface screen (see Figure 42) for completing the uploading process leads
  • the information gathered as a result of the employee reporting app 16 and maintained in the central server database 24 is thereafter processed and analyzed in a manner optimizing the goals of the present invention, that is, providing victims with a mechanism whereby one can safely, easily and anonymously (under certain circumstances) report conduct that is believed to constitute harassment and/ or discrimination, as well as providing individuals and organizations tangentially affected by harassment and/or discrimination to effectively monitor and address such conduct.
  • the gathered information is employed by the data analysis system 25 for data analysis to provide timely information for both employees 12 and employers and organizations 14 that subscribe to the services offered by the operators of the victim reporting and notification system 10.
  • the data analysis system 25 is remote from the central server 21 for both security purposes and so as to avoid bottlenecks in storing information in and querying information from the central server database 24.
  • a data analysis system 25 issues an API call via a private API 29 to the central server 21 to retrieve the next-in-line unscored report.
  • the data analysis system 25 parses the report for the name of the alleged harasser and the user (i.e., victim or witness) and the data analysis system 25 issues an API call via the private API 29 to the central server 21 to query the central server database 24 for past reports about the alleged harasser and by the reporting employee 12 from within a certain time period (e.g., within the last three years, or as may be customized to meet specific needs).
  • the data analysis system 25 performs its analysis and issues an API call to the central server to store its verdict in the central server database 24.
  • the data analysis system 25 includes the scoring system 27 doing the analysis mentioned above.
  • the scoring system 27 provides employers 14 and third-party enforcement agencies, for example, law enforcement, with a mechanism for assessing the harassing and discriminatory behavior by “severity and pervasiveness.”
  • the scoring system 27 objectively assesses both the severity and the pervasiveness of the harassing and discriminatory behavior in order to determine the appropriate action to be taken.
  • the scoring system 27 relies on structured data of pre-determined options (see the various prompts and defined answers provided by the reporting app 16 as explained above), making it easier to compare“apples” to“apples,” rather than allowing open-ended reports that may not collect all the data required and making it harder to compare one report to another.
  • the scoring system 27 takes all of the information generated as a result of the collected reports and assigns a“severity score.” As explained above, the data analysis system 25, and, therefore, the scoring system 27, is decentralized from the central server 21, as it is a data processing system on to itself. This means that the data analysis system 25 collects all the information generated based upon the reports from a private API 29 opening parts of the central server 21 (including data and functionality) for use by the scoring system. In accordance with the present invention, the private API 29 is secured with private authentication tokens.
  • the system will ultimately be composed of a plurality of networked central servers 21 and a plurality of networked scoring systems 27 so as to help in maintaining a high uptime rate; meaning that if one of the servers crash, it will not have a major impact on other servers as these will keep running and collecting data.
  • the data analysis system 25 collects metrics from the private API 29 for use for the scoring system 27. When a report is“submitted” in accordance with the present invention, it is stored in the central server database 24. The data analysis system 25 accesses this information via the private API 29, and the scoring system 27 of the data analysis system 25 calculates and computes the severity and pervasiveness of the conduct, and assigns an objective score regarding both the severity and the pervasiveness of the behaviors or instances that are being reported. The objective scores, as well as intermediate data generated during the scoring processing, are saved in a database table 27db of the scoring system 27. The central server 21 will, then, be able to access to this data, that is, objective scores, as well as intermediate data generated during the scoring processing, when needed.
  • actions will be categorized as Category 3 relating to behaviors or instances occurring either on multiple occasions over time OR are on their own serious enough; Category 2 relating to behaviors or instances occurring multiple times (behaviors happen between 1 and 3 times) to the same victim OR more than one victim or witness have complained about the same individual for the same behaviors OR because it involved a link of subordination between the victim and alleged harasser; Category 1 relating to behavior or instance which occurs only on one occasion AND only against the same victim.
  • the scoring system 27 is structured to allow for real time processing of reports. However, it is appreciated that a downtime of the scoring system 27 may be encountered and contingencies have been developed to allow for the collection of reports during the downtime, with subsequent application of the scoring system 27 upon the resumption of the victim notification system 10. This means that when computing a report, the scoring system 27 will only take account of what happened the day of the report or earlier.
  • the scoring system 27 includes "artificial intelligence" to detect and flag patterns, as well as associate a report from the victim notification system 10 with an intelligent score, for example, multiple reports by the same alleged harasser, victim targeted by multiple alleged harassers, whether the alleged harasser is a supervisor or not.
  • the data analysis system 25 parses it to only keep the information needed; the remaining information is discarded by the data analysis system 25, although it will be retained by the central server database 24 in the event it later becomes relevant. This allows the assignment of scores depending on the past behaviors.
  • the scoring system 27 is enabled to: • Detect "fake” reports using Artificial Intelligence. Stance detection can be performed using the information given by the victim in the report and the evidence documents uploaded.
  • each employer 14 is provided a unique token that is hashed and stored in the central server database 24.
  • the token is sent through the public API 31 so each employer 14 can be differentiated.
  • the public API 31 uses versioning such that each major modification will result into a new API version. This way, employees 12 and employers 14 that haven’t downloaded a reporting app update (when updates take place) will still be able to use it, and those who downloaded the update reporting app will also be able to use it. This will also allow the system administrator 22 to provide different user experience and features, but also to give new features only to some people, for example.
  • employers 14 are provided with access to the central operational facility 20, for example, and as will be explained below in more detail, employers 14 are provided with a graphical user interface 47 (displayed on a computer display screen 49 in the form of various interface screens regarding activities (see Figures 1 and 46-49). It is contemplated employers 14 will subscribe to the victim notification system 10 and in return are provided various tools based on“data-mining” offered in accordance with the present invention and discussed below in greater detail.
  • dashboard report 40 is linked to all reports filed by employees 12 at a particular employer (subscriber) 14, a listing of all employees 12 who have filed reports through the victim notification system 10, and information regarding specific reports (for example, (a) submitted by _ on
  • the dashboard report 40 also provides links for accessing reports categorized by those reports filed by same person/employee. Included with such a listing is information regarding all outcomes for all reports filed by same persons and all related data (for example, if lawyers were retained by employees, past resolution/outcome for each reports, etc.).
  • the dashboard report 40 provides links to access reports categorized by those reports filed about or against same alleged perpetrator, including all related data that can extract through data mining.
  • the dashboard report 40 provides links to access reports categorized by those reports filed regarding the same behaviors /instances /incidents that are being reported, including all related data that can be extracted through data mining. Further still, the dashboard report 40 provides links to access reports categorized by reports filed within same business unit/team or reports filed by geographic locations.
  • the dashboard report 40 also provides links to information regarding trends of behaviors /incidents reported, position/job title of alleged perpetrators, position /job title of alleged victims, salary of alleged victims and/ or perpetrators, and demographics of victims and/or perpetrators.
  • the employer alerting system 46 of the victim notification system 10 helps employers 14 with early detection of (i) instances of harassment, discrimination and/or bullying and (ii) patterns of harassment, discrimination and/or bullying and/or cumulative “weak” signals (e.g., individual non-severe instances that are recurrent in an employer’s workplace).
  • This provides employers 14 with reporting that can be easily analyzed by experts and the scoring system and used as a critical aid in any subsequent investigation.
  • employer alerting system 46 of the victim notification system 10 provides valuable information, data and analysis early on (before haras sment/discrimination charges (claims and lawsuits) ate filed) and helps employers 14 proactively comply with corporate values, social responsibilities and legal obligations.
  • the employer alerting system 46 of the victim notification system 10 provides employers 14 with information creating a safe workplace for employees and a zero-tolerance environment for harassment or discrimination of any sort.
  • the victim notification system 10 provides a critical early detection tool that restores the missing, but yet so much needed, balance in the workplace by allowing women and men to safely, easily and (if desired) anonymously report conduct that they believe might constitutes harassment or discrimination.
  • the victim notification system 10 helps create an effective collaborative system among employees 12 and their employer 14 to protect employees 12 from harassment, discrimination and bullying. Through adoption of the victim notification system 10, employers 14 will be taking an important step towards eradicating harassment, or discrimination or bullying from their workplace.
  • the victim notification system 10 tracks all of the above information because the information is important and relevant for the employers (or organization) using the victim notification system 10. For example, it is important for the legal or HR department of an employer to, in a centralized manner, keep track of the status of the reports filed and claims made against it or against one of its employees. Employers must know whether claims/reports settled, what resolution/outcome was reached etc., so they can, over time, build data that can help maneuver future reports and perhaps predicts outcomes. Also, it is important for an employer to be able to track and see if an employee has field multiple reports, to see if there generally is merit in those reports, etc. If an employee has filed several reports that have concluded in high settlements, an employer will want to know that information in its future dealings with the employee.
  • employers must and should know if multiple reports have been filed against the same perpetrator. For each perpetrator, the employer should know the number of reports that have been filed, the types of behaviors /incidents that have been reported, and any other pertinent information pertaining to those reports, the perpetrator and victims. This information and data are also relevant because they may impact, influence the scoring system. Finally, the system will also be tracking demographic information such as date of birth and ethnicities of victims, perpetrators or accused perps and witnesses (if and when any).
  • the victim reporting and notification system 10 ensures the collection of reported instances of harassment, discrimination and bullying and puts, under certain circumstances, the alleged victim of harassment and/or discrimination in touch with a team of experts, for example, lawyers, psychologists, etc., to help them deal with the situation. Further still, the victim notification system 10 helps the alleged victims of harassment and/or discrimination work with human resources department 20, the system administrator of the victim notification system 10, or third-part enforcement agencies 28 to remedy the situation. Over time, the victim notification system 10 will eliminate sexual harassment, discrimination and bullying from the workplace. The victim notification system 10 enables employers 14 to do a better job in monitoring instances of harassment and discrimination. Through the deployment of the victim notification system 10, an employer 14 can investigate promptly incidences, nip them in the bud, and use the victim notification system 10 as one of its defense mechanisms in the context of litigation.
  • the victim notification system 10 provides a service to employees 12, it also provides a service to employer 14 that want to protect their employees as indeed by empowering employees and helping them easily and safely report harassment, discrimination, bullying and other unwanted behaviors 12, prevent and diminish instances of harassment and discrimination, improve monitoring of those instances, boost employee morale, and improve their legal and strategic arsenals in dealing with harassment and discrimination related litigation. From public a relations standpoint, subscribing to the victim notification system sends a strong message to a corporation’s shareholders, customers, suppliers and employees that the company takes harassment, discrimination and bullying seriously. Ultimately, the victim notification system 10 will help substantially reduce the cost of litigation to an employer. Despite sexual harassment and sensitivity training, etc., employers 14 still are not able to effectively monitor and handle instances of harassment and discrimination.
  • the present system 10 achieves this through the early detection of possible instances of harassment and discrimination and the provision of an early assessment tool.
  • the victim notification system 10 enables employers to address false reporting and helps filter out meritless complaints and false accusations. It also helps employers identify people who have a tendency to report every and all work related interactions.
  • the victim notification system 10 also assists with workplace related investigations, enables employers 14 to monitor situations, encourages and empowers employees 12 to come forward without fear of divulgal and retaliation, enables employers 14 to identify problematic managers and employees 12 that need to be kept on a tight leash, enables employers 14 to identify sexual harassers or perpetrators, and enables employers 14 to nip situations in the bud and terminate employees 12 that need to be disciplined/ terminated.
  • the victim notification system identifies vulnerabilities by harnessing both historical and current complaint data.
  • the victim notification system 10 also helps identify trends by geographic location, business unit or job category, and allows employers 14 to establish and define an employee’s approach to investing in responding to harassment and discrimination complaint.
  • the victim reporting and notification system enables the reporter to connect with legal representation to further understand their rights and counselors to deal with the unlawful conduct.
  • the system will enable the employer to determine if the reporter is making unlawful claims based on past unsubstantiated similar claims.

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Abstract

L'invention a trait à un procédé et un système pour des fonctions de notification de victime par réception d'un rapport provenant d'un accusateur concernant la conduite d'un accusé que l'on croit relever du harcèlement, de la violence et/ou de la discrimination, le rapport étant composé de données structurées. La gravité de la conduite dans le rapport est notée et classée et le caractère omniprésent de la conduite dans le rapport est noté et classé par comparaison de la conduite rapportée à des rapports antérieurs concernant l'accusé. D'autres rapports faits par l'accusateur sont également analysés.
PCT/US2019/030334 2018-05-02 2019-05-02 Système de rapport et de notification de victime et mécanisme d'alerte pour des organisations WO2019213356A1 (fr)

Applications Claiming Priority (4)

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US201862665653P 2018-05-02 2018-05-02
US62/665,653 2018-05-02
US16/180,988 2018-11-05
US16/180,988 US11049075B2 (en) 2017-12-13 2018-11-05 Victim reporting and notification system and alert mechanism for organizations

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Citations (5)

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Publication number Priority date Publication date Assignee Title
US20110258200A1 (en) * 2010-04-16 2011-10-20 Amery Drummond System and Method for Identifying Persons Having Socially Unacceptable Behavior
US20120291087A1 (en) * 2011-05-09 2012-11-15 Mukund Agrawal Preventing Inappropriate Data Transfers Based on Reputation Scores
US8776168B1 (en) * 2009-10-29 2014-07-08 Symantec Corporation Applying security policy based on behaviorally-derived user risk profiles
US20170039274A1 (en) * 2015-08-05 2017-02-09 Microsoft Technology Licensing, Llc Identification and quantification of predatory behavior across communications systems
US20180033279A1 (en) * 2016-07-27 2018-02-01 Accenture Global Solutions Limited Providing predictive alerts for workplace safety

Patent Citations (5)

* Cited by examiner, † Cited by third party
Publication number Priority date Publication date Assignee Title
US8776168B1 (en) * 2009-10-29 2014-07-08 Symantec Corporation Applying security policy based on behaviorally-derived user risk profiles
US20110258200A1 (en) * 2010-04-16 2011-10-20 Amery Drummond System and Method for Identifying Persons Having Socially Unacceptable Behavior
US20120291087A1 (en) * 2011-05-09 2012-11-15 Mukund Agrawal Preventing Inappropriate Data Transfers Based on Reputation Scores
US20170039274A1 (en) * 2015-08-05 2017-02-09 Microsoft Technology Licensing, Llc Identification and quantification of predatory behavior across communications systems
US20180033279A1 (en) * 2016-07-27 2018-02-01 Accenture Global Solutions Limited Providing predictive alerts for workplace safety

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