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Compliance Perspective

The U.S. Supreme Court has issued three rulings, which underscore
the need for employers to take proactive steps and avoid or,
at a minimum, mitigate Title VII liability and awards of punitive
damages: Burlington Industries Inc. v. Ellerth, 524 U.S. 742 (1998): Farager v. City of Boca Raton, 524 U.S. 775 (1998); and Kolsted
v. American Dental Association
, 527 U.S. 526 (1998).

Under the Equal Employment Opportunity Commission’s (EEOC) Guidelines 29 C.F.R. §1604.11(f), employers need to have an “effective prevention program” that should include an “explicit policy” against harassment, discrimination, and retaliation. Employers should also
have a procedure for resolving complaints.  As part of the program, employers should “affirmatively raise the subject with all supervisory and non-supervisory employees.” Employers have effectively shown they have taken reasonable care and made good-faith efforts to comply with these regulations by having a “multifaceted compliance program” including a variety of compliance efforts such as providing classroom and online training, hotlines, newsletters, policy reminders, and a professionally trained HR department that can respond to
and investigate complaints.

Description and Core Competencies

This highly engaging and interactive training is tailored specifically
to your harassment, discrimination, and retaliation prevention policies and federal, state and local laws.  The training provides participants with the opportunity to acquire, practice and master the skills they need in daily situations, based upon their legal obligations to prevent harassment, discrimination, and retaliation.



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