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

submitted 1 year 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] 4 points 1 year ago (1 children)

I think you are correct, this meeting in isolaton is fine. The indirect implications, however, is that this meeting constitutes the full internal review and response to an employee leaving in a disgruntled state. I obviously don't know that is true, however the fact that linus has admitted to being shocked by the allegations suggests that a the very least an effective HR exit interview hasn't happened.

If I was running a company, regardless of my position on personal care about my employees wellbeing, I'd want meetings such as the one in this post a routine. Not only 'when something happens'. I'd want one on one interviews in the cases like this. So that when things like a former employee comes out with allegations like this I'm not shocked, because I already know and tried to deal with them reasonable or I have solid grounds to claim that reasonable effort was undertaken to know these things were happening.

I don't know how it is in Canada, but C suite and board can have personal liability with duty of care to employees in Australia. Ignorance is not generally an excuse for a good reason.

[–] [email protected] 3 points 1 year ago

If this in fact happened immediatly after Madison leaving, then it's worrying. If it's just a random meeting that has to happen for other reasons, then it's fine. All depends upon context