| The United States Supreme Court has
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| | ==> Recognize what is and what isn't
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| determined that sexual-harassment
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| | sexual harassment.
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| training had been provided by an
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| | ==> State methods for preventing sexual
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| organization that desires to use an
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| | harassment.
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| "affirmative defense" in a sexual
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| | ==> Recognize factors that contribute to
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| harassment claim against a supervisor. In
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| | a hostile environment.
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| Faragher v. Boca Raton, the Supreme Court
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| | ==> Prevent retaliation claims from
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| decided that an organization could not
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| | occurring.
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| claim they had created an environment
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| | ==> Know the proper steps to take in the
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| free from sexual-harassment
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| | event that a sexual harassment
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| responsibility unless company-wide
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| | investigation occurs.In addition to
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| sexual-harassment training had been
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| | traditional classroom style some
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| provided."Affirmative defense" is an
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| | companies, including Rochester
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| approach an organization takes to claim
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| | Hills-based Max Impact, offer online
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| that the organization itself is not
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| | solutions. Max Impact's online
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| responsible for the supervisor's actions
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| | sexual-harassment training class uses
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| because the supervisor was acting
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| | technology made available through Macomb
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| independently when a sexual-harassment
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| | Community College in Clinton Township,
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| occurred. This defense has been
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| | Michigan. This online class allows
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| successful in eliminating or reducing
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| | employees to work at their own speed in
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| judgments.Although sexual-harassment
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| | completing the class. At the same time
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| lawsuits are rapidly increasing every
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| | it allows for an interactive learning
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| year, many companies are playing roulette
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| | experience which leads to greater
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| by hoping to their supervisors and
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| | teamwork and camaraderie.Regardless of
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| employees will not be caught in a
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| | the format of the sexual-harassment
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| situation where a suit can be filed or
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| | training at you select the important
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| defended. In addition to the growing
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| | thing is to make sure that you do select
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| number of suits, the actual settlements
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| | one and implement it immediately. Follow
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| are getting larger and larger. A local
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| | up classes should be provided every other
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| automobile dealership was assessed
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| | year in order to be able to use the
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| $500,000 in a settlement while a beverage
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| | affirmative defense in the event that an
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| distributor was hit with a $1.79 million
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| | employee files a sexual-harassment suit
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| settlement.When a company voluntarily
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| | against your company or one of its
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| provide sexual-harassment training to
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| | managers or even a fellow
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| their employees it is radically more
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| | employee.========Rick Weaver is an
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| inexpensive than court mandated training.
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| | accomplished business executive with a
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| When a court mandates training they
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| | wealth of experience in retail, market
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| require added record-keeping which must
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| | analysis, supply chain enhancement,
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| be presented by an attorney to the court
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| | project management, team building, and
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| once the training is successfully
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| | process improvement. Building on a strong
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| completed.Sexual-harassment training is
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| | retail background, Rick moved to full
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| available from many resources. Classes
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| | supply-chain involvement, working with
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| typically run anywhere from three hours
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| | hundreds of companies to improve sales,
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| to an entire day. The Supreme Court does
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| | processes, and bottom-line results.As
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| not view the length of the class as
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| | Rick's interaction in varied industries
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| having an impact on the effectiveness of
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| | expanded, he became troubled as he
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| a class. They look for specific
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| | increasingly noticed that people and
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| objectives. At the end of a
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| | companies had untapped or unfocused
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| sexual-harassment training class,
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| | talent.
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| employee should be able to:
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