Issue: Failing to train employees on discrimination and harassment can prove a costly mistake, but so is training them the wrong way.
Benefit: Effective and ongoing training signals your "good-faith" efforts, which can help you defend against an employee lawsuit.
Action: Use this checklist to see how your training efforts stack up, then make appropriate policy changes.
A strong anti-discrimination and anti-harassment training program will help keep disputes and lawsuits at bay. And, in case of a lawsuit, the Equal Employment Opportunity Commission and the courts will consider your "good-faith" efforts as part of your defense.
But simply shooting employees an e-mail with your written policy once a year isn't enough. Courts want proof that you've put an effective and ongoing training program in place.
How effective is your training? Use this checklist of training "musts" to help you decide:
1. Train al...(register to read more)
- Employees can't claim retaliation if they're not FMLA-eligible
- 'Private' email? Remind your employee that there's no such thing!
- Is there a reason not to limit smoking breaks?
- Must we rehire returning service members? We have already hired replacement workers
- Beware firing ill employee after FMLA expires