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Privacy Policy

We respect your privacy and personally understand how important it is to keep your information completely confidential. We do not post any "cookies" or other identifiers on the computers of visitors to our site. We will only use the personally identifiable information you provide to us for the purpose for which such information was provided (to order our guidebook or post a comment). We will neither sell nor redistribute personally identifiable information that you submit through this website.

If you elect to contact us via e-mail, your message will be forwarded only to the owner of this website. If you register yourself in the discussions section, we will retain the registration information you provided to us in a database but it will only be used to enable your online discussions. Again, none of this information is sold or shared with any third party.

If you wish to update or change any personal information you provided to us, please send an e-mail message to support@roadmapforward.com with your new or updated information. We do not permit deletion from our databases of any personal information sent to us via e-mail.

Any changes to our privacy policy will be noted on this page.

Post a question or comment in our discussion section so others can take advantage of your experience. Your information will be kept anonymous.
Leverage the Roadmap Forward Guidebook to:
Help your spouse deal with the fact you were fired and the official reason for it
Get control of any and all communicated messages
Forcefully deal with your employer
 
Industry Trends and Statistics
Today, the rights of sexual harassment victims are clear and protected. The rights of those accused of sexual harassment are less defined. After millions of dollars in lawsuits filed by victims over the last ten years, it is much less risky for employers to quickly err on the side of the victim and terminate the accused.

In 2006, the U.S. Equal Employment Opportunity Commission received 12,500 sexual harassment charges. 5,668 of them were settled for “no reasonable cause.” The majority of these complaints (including those settled for no reasonable cause) coincided with a termination of the accused.

It’s important to note that relatively few complaints filed within a company ever become official charges with the EEOC. Some estimate the number of people fired for sexual harassment each year to be as high as 50,000.
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