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Harassment Training & Coaching
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The U.S. Supreme Court,
the EEOC and a growing number of state laws virtually require
that employers provide anti-harassment training. Despite these
developments, many employers are reluctant to spend the time,
money and resources necessary to provide effective training. |
The Problem
- Employment law claims already represent over one-third
of all civil litigation in the U.S. today. Harassment claims
filed with the EEOC increased over fivefold from the 1980s to
the 1990s.
- Employment law jury verdicts tripled from 1994
to 2000, moving from an average of $240,000 in 1994 to nearly
$788,000 in 2000.
- One out of every five employment law jury verdicts
is a million dollar case.
The Solution
- The U.S. Supreme Court has created a new affirmative
defense that employers can use to minimize their legal exposure
to harassment claims.
- To take advantage of this new legal defense, employers
must take several actions, including conducting harassment training.
- According to the EEOC, an employer should ensure
that its managers and supervisors understand their responsibilities
under the organization's anti-harassment policy and complaint
procedures. The EEOC also recommends that employers provide training
for all employees.
How Our Model Helps Organizations Adapt to Change
Critical Measures’ model for organizational change takes place in three
phases:
(1) awareness, knowledge and skills training; (2) real-life applications and
skills transfer; and (3) infrastructure changes and system accountability. We
use assessment surveys, interviews and focus groups, and classroom and e-learning
instruction to develop higher levels of cultural competence within the client
organization. Training programs go beyond general awareness and knowledge to
develop practical skills.
Contact Critical Measures to find out more about
Employment Law Training and Consulting.
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