Last October, the EEOC sued California Psychiatric Transitions, Inc. (CPT), a mental health rehabilitation center, for sexual harassment. The lawsuit, which was filed in federal court under Title VII, alleged a supervisor had created a hostile working environment for several female employees over a number of years. The EEOC took great issue with CPT’s response to internal complaints by the women, calling it “wholly inadequate.” The response consisted of showing an anti-harassment videotape to its employees. Period. According to the EEOC, not only should CPT have conducted a thorough investigation, it should have trained its workforce, “and particularly its supervisors and managers, on their responsibility to stop harassment.” And, the training should have occurred as a matter of course, not simply as a result of a complaint. Finally, the training should have consisted of more than a videotape.
Without a doubt, the best type of training is live, interactive training conducted by experts (such as us). Not only do employers avail themselves of defenses in the event a harassment lawsuit ensues, they also stand a very good chance of averting such situations from arising in the first place.
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