live-training-in-person-by-james-j-collum-esq




live-training-in-person-by-james-j-collum-esqLive Training Benefits

Most companies and organizations feel the financial outlay to invest in proper employee sexual harassment training and discrimination training is simply too costly and most attempt to save money by (1) failing to provide any training on their employment policies or concepts of sexual harassment or discrimination, (2) offering prerecorded training on the computer or by video, or (3) have an in-house employee in human resources or in-house corporate counsel perform the training.

There is a number of reasons live, in-person sexual harassment training and discrimination training by an outside vendor who is an attorney is preferential to prerecorded training, computer-based training, training by a non-attorney or training performed by an “in-house” human resources professional or other company employee. These reasons include (but are not limited to):

1. Having an attorney specifically design and conduct the sexual harassment training and discrimination training demonstrates a company’s commitment to the policies set forth in the training and shows a zero tolerance policy for sexual harassment and discrimination.

2. An attorney with experience dealing with the exact scenarios, laws and policies which is the subject of the training will give the trainer instant credibility with the employees as real-world cases and fact patterns are integrated into the training.

3. Live training is interactive and allows employees to ask any questions or offer any comments as they may see fit.

4. Conducting live training for managers drives home the importance of identifying and acting upon claims of harassment or discrimination in a timely manner, and how the failure to do so can result in serious legal exposure to the company and the employees in an individual capacity.

5. Live, in-person company specific training allows the trainer to integrate a company’s employment handbook policies into the training sessions so the employees understand the interplay between the concepts and the specific policies in the handbook as well as the proper reporting procedures for any concerns or complaints of sexual harassment or discrimination.

6. If litigation should be initiated by an attendee of the live, in-person training, a trainer provides a company with a material witness to testify through deposition and at trial about the content of the training and provides unbiased, credible testimony that will be valued by jurors. Training performed in-house by a company may appear to be “self-serving” or biased to a jury. Lastly, the lost productivity by the employees preparing, traveling and performing the training almost always exceed the cost of an outside vendor.

7. Training performed by attorneys who are experienced in representing plaintiffs in employment actions allows the trainer to share with company management the most frequent mistakes that lead an alleged victim of sexual harassment or discrimination to pursue legal action and give the company insight into policies to prevent litigation.

8. Live, interactive sexual harassment training and discrimination training performed on a yearly basis will reinforce the importance of a company’s anti-discrimination policies and will foster tolerance, open communication and civility which will raise employee morale and productivity.

The cost to properly defend sexual harassment and other types of employment realted claims is skyrocketing and, when successful, such claims frequently have large verdicts which now average approximately $350,000.00 according to the EEOC. Even if there is not a large verdict, the average cost to defend an employment claim (not including lost employee hours) currently in the United States averages $150,000.00 for a single claim.

Live, in-person sexual harassment training and discrimination training is the single-most effective way to properly define a workplace’s culture as a culture that does not tolerate inappropriate discriminatory behavior. Even if employment claims are brought against the company, an effective training program will minimize a company’s liability where most claims would be placed in the “nuisance” category if the company implements and follows the proper policies and procedures. The costs for live, in-person sexual harassment training and discrimination training are minimal when viewed in light of the costs to defend a single employment claim.


 

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