Despite great strides to combat sexual harassment over the last decade, the problem continues to plague the workplace, as the recent case illustrates. Over years ago, starting from 1 January 2005, a California Assembly Bill (AB 1825) was signed into law requiring all employers with 50 or more employees to provide two hours of sexual harassment training for supervisors, managers and lead employees every 24 months.
Employers also have a responsibility under California law to provide a workplace sexual harassment training to non-supervisory employees as well. However, the same year, the EEOC received nearly 13,000 charges of sexual harassment, with the average costs recovered in monetary benefits increasing dramatically.
While common wisdom, and the law, would state employers would begin training their staff on proper behaviour in the workplace, the reality doesn’t match up. According to a recent study, 41 percent of U.S. employers still don’t provide preventive training for sexual harassment, with cost the leading factor for ignoring education in this area.
Sexual Harassment Training Solutions
The Supreme Court considers the training “important” and EEOC guidelines state that it is the responsibility of all employers to train all employees. Respect in the workplace, when indicated correctly, not only can improve employee morale and productivity, but it can greatly reduce the potential liability of the employer. Legal experts agree that the more pro-active an organization, the more likely they will reduce their employment liabilities.