A nationwide movement that increased the awareness of sexual harassment in the workplace sensitized Avondale Industries to the need for increased sexual harassment prevention training. The training and development office provides at least two hours of sexual harassment training to all employees with supervisor duties and at least one hour of training to all employees without supervisor duties. The training must be repeated every year. Which of the following statements best explains why it is necessary for supervisors to receive training on a regular basis and how the training will protect the company?

• Without training, supervisors are more likely to commit sexual harassment offenses, which can result in increased discrimination claims.
• Training will help the supervisors understand the complaint process and what steps need to be taken should a complaint be filed.
• Regular training will allow the supervisors the opportunity to ask questions and learn of any new policy changes.
• Supervisors will be better able to identify candidates during the hiring process who may be more likely to harass other employees and avoid hiring them.

 

Without training, supervisors are more likely to commit sexual harassment offenses, which can result in increased discrimination claims.

Training your Supervisors is important because it helps your company stay out of the courtroom. Having Supervisors trained in basic employment law compliance will assist you mitigate risk. In addition thereto , training Supervisors on the way to engage and empower their employees can cause increased productivity and employee retention.  

Title VII of the Civil Rights Act (Title VII) prohibits harassment of an employee supported race, color, sex, religion, or national origin. The Age Discrimination in Employment Act (ADEA) prohibits harassment of employees who are 40 or older based on age. The Americans with Disabilities Act (ADA) prohibits harassment based on disability. The Genetic Information Non-discrimination Act of 2008 (GINA) prohibits harassment and supports genetic information. All of the anti-discrimination statutes enforced by the Equal Employment Opportunity Commission (EEOC) prohibit retaliation for complaining about discrimination or for participating in complaint proceedings.

The EEOC's Guidance on Employer Liability for Harassment by Supervisors provides practical guidance regarding the duty of employers to stop and proper harassment and therefore the duty of employees to avoid harassment by using their employers' complaint procedures.

An employee who receives the required training is best ready to perform her job. She becomes more conscious of safety practices and proper procedures for basic tasks. The training can also build the employee's confidence because she features a stronger understanding of the industry and therefore the responsibilities of her job. This confidence may push her to perform even better and consider new ideas that help her excel.