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(Audio of the) Mandatory meeting after Madison's departure from LMG. (www.reddit.com)

submitted 2 years ago by [email protected] to c/[email protected]

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(OP's comment)

I've been in contact with quite a few LMG employees. Many have given me statements about the abuse and sexual harassment Madison endured while working there.

One of them also gave me a recording of this meeting that was never supposed to be released. This is my proof that I have talked to LMG employees and have sources inside. I post this as verification of that fact.

I cannot out these people or give direct quotes out of fear they will suffer consequences, but I hope they come forward publicly even if it means risking their careers.

I can tell you their accounts match hers. And even go into further detail. One person constantly was mentioned more than others, but she's not naming names so I won't either.

She is telling the truth.

This meeting kinda goes along with how she mentioned her being sexually harassed was regarded as he causing drama.

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[–] [email protected] 22 points 2 years ago (3 children)

This meeting hits all the beats I would expect from a good corporate HR response. What is missing? How would you run the meeting differently?

[–] [email protected] 12 points 2 years ago* (last edited 2 years ago)

Some people have no experience in any office setting and are shooting their mouths off, and it shows. It's just really easy to shit on whatever Linus says and does right now and watch all the nodding heads agree with you, even if there's nothing wrong with it.

[–] [email protected] 1 points 2 years ago

Not blame employees for your shitty work culture for starters. 'If you don't report it, we can't know about it' is a huge red flag.

[–] [email protected] 1 points 2 years ago* (last edited 2 years ago) (1 children)

Go talk to the person harassing you? Then your (possibly same person) boss?

No no no.

Not too mention the "dancing on the table" comment. Jesus Christ...

[–] [email protected] 1 points 2 years ago* (last edited 2 years ago) (1 children)

He gave generalized HR advice, and outlined three reasonable pathways to escalate a issue.

Talk to the person you have a issue with (this is good general advice), solves many issues before they blow up.
Escalate through a manager, requires more overhead and paperwork, but address times when you don't want to talk to the person in 1.
Go through the external HR organization for when 1,2 are insufficient.

This was good advice. It would have been nice had he explicitly said "If you the subject is your manager go through the external HR" - but the message is clearly there in the audio.

[–] [email protected] 2 points 2 years ago

Nice. 😉