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