In today’s business environment, harassment of any kind is a huge concern. Between fiscal year 2018 and 2021, harassment charges, including those involving sexual harassment, accounted for approximately thirty-five (35%) of all complaints received by the EEOC.
For employers, a major defense to a harassment claim is employee training regarding how to prevent and respond to workplace harassment.
When conducting harassment training, employers should:
- Onboard new employees.
- Explicitly outline what is harassment, discrimination and retaliation.
- Review and reinforce the company’s anti-harassment policy.
- Prepare a clear strategy to prevent harassment and other abusive conduct.
- Prepare training examples.
- Tailor training to the type of work environment that employees utilize.
- Offer additional resources regarding employee harassment
Companies should have extremely robust internal policies prohibiting any type of harassment.
Author(s)
Stuart J. Oberman, Esq.
Stuart J. Oberman is the founder and President of Oberman Law Firm. Mr. Oberman graduated from Urbana University and received his law degree from John Marshall Law School. Mr. Oberman has been practicing law for over 30 years, and before going into private practice, Mr. Oberman was in-house counsel for a Fortune 500 Company.
Read More =>
