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More and more with the "Me Too Movement and women assuming positions of responsibility in government, business and academia, harassment and bad male behavior is less tolerated than ever. Laws are introduced to end male privilege and punish those who abuse it. The first law that is drafted allows complaints that take place in the work place to be handled by the employer. Giving the employer the power to investigate, prosecute, adjudicate and punish the offender. Thus easing the burden on the courts. In most companies HR departments are tasked with implementing the new laws. Female employees are excited for the new rules to take effect and warn their male coworkers that their time is up and soon they will pay for their behavior and their false status will come to an end. As HR departments move to implement the structure and paperwork for handling complaints they find that staffing the position of disciplinarian or Chief Discipline Officer is more of a challenge than anticipated. Many companies find it difficult finding internal candidates who want the job of disciplining their male coworkers. Some companies turn to outside vendors and consultants. The process is slow but in time women find that there are opportunities for advancement and pay as a disciplinarian that were not previously available to them., being a disciplinarian puts many young women on the fast track to management and is a coveted position for their resume. Female employees start to figure out that the investigation of male employees becomes nothing more than reading their complaint before a punishment is decided on and their male coworker is called in to take their punishment. Women at all levels feel their power and strength when dealing with men. The leveling of the playing field has now tilted toward women and they are taking payback for decades of harassment and abuse.
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