We are excited to introduce Sindy Warren as our newest guest blogger. Sindy has an extensive background in employment law helping organizations be proactive and legally compliant. She is also a partner with Legacy Business Cultures.
Respect-plus: Harassment and Discrimination Training
If you’re reading this blog post, chances are you know that respect in the workplace is critical to a healthy and productive work environment.
Wouldn’t it be great to also know that you’ve covered your legal bases along the way to creating this respectful workplace? The addition of harassment and discrimination training to our arsenal of offerings ensures your i’s are dotted and your t’s are crossed, legally speaking.
Did you know employers are legally obligated to train their workforces – especially their managerial and supervisory employees – on how to prevent and respond to claims of harassment and discrimination in the workplace?
It’s true; this is the first question courts and agencies (e.g., the EEOC) ask in the event of an employment-related claim. Trust us: you want to be able to answer in the affirmative. An employer who can demonstrate that it took proactive efforts to ensure a harassment and discrimination-free workplace is in a far better position in the eyes of the law than one who simply reacted once a problem arose. And the courts are crystal clear on this: training is an essential part of a harassment and discrimination prevention plan.
Why else should you provide harassment and discrimination training?
Not just to assuage the courts and the EEOC, though that’s a nice bonus. To communicate to your workforce that you care about their safety and dignity, and to demonstrate your commitment to creating and maintaining a discrimination-free environment. Consider it just another arrow in your respectful workplace bow: respect-plus.
