Four Great Reasons for Harassment-Prevention Training

Written by Robert G. Brody on February 25, 2011

Before your Company’s 2011 calendar is filled with meetings, you should consider scheduling harassment-prevention training, at least for your supervisors and managers.  Some states mandate supervisors and managers attend such training (e.g., sexual harassment prevention training is mandatory in Connecticut for larger employers).  Even if your state does not mandate harassment prevention training, here are four great reasons why it makes sense:

  1. It demonstrates your company’s commitment to your EEO policies.
  2. It reduces the risk of conduct which could lead to litigation.
  3. It encourages employees to bring issues to management (employees who feel they have nowhere to turn inside the company go outside to unions, government agencies, and attorneys).
  4. It is not that expensive!  (Certainly a lot less expensive than defending a lawsuit.)

With discrimination and harassment lawsuits continuing to rise, companies failing to conduct harassment-prevention training are at greater risk.  If you do not already have a training program, you should discuss it with your HR team or labor and employment counsel.

Brody and Associates regularly provides training and counseling on maintaining a harassment free environment and on employment law issues in general.  If we can be of assistance in this area, please contact us at info@brodyandassociates.com or 203.965.0560.

About the Authors

Robert G. Brody is the founding member of Brody and Associates, LLC. He has been quoted and published in national publications and appears as a guest T.V. commentator on contemporary Labor and Employment issues. Learn More