A SIMILAR ARGUMENT FOR TRAINING
In a matter of a few decades, Sexual Harassment Training went from a progressive HR initiative to a necessary function of risk management.
Two landmark sexual harassment cases (Faragher and Ellerth), along with subsequent court decisions and guidelines established by the FEHC
and EEOC, indicated that sexual harassment training is essential for all employees – not just supervisors and managers. In fact, because of
these rulings employers now must show that they indeed provided training to all employees in order to raise a defense or mitigate punitive
damages in sexual harassment lawsuits.
Not only is this a legal obligation, but it also makes good business sense because sexual harassment destroys the work environment.
The anxiety and frustration experienced by victims can impact not only their quality of life but also their work. Ultimately, the employer
pays the high price associated with poor employee morale, low productivity, and the cost of litigation. In comparison, fees spent on prevention
training are substantially less than the costs associated with sexual harassment claims and lawsuits