Hopefully, reading about multimillion-dollar lawsuit verdicts has motivated you to implement anti-harassment and discrimination employee training. But how good is the training you're giving? It's a question worth asking.
Reason: When a court considers whether you took reasonable care to prevent harassment, it won't just look at whether you trained, but also how and who conducted the training, says attorney Mike Lotito of employment-law firm Jackson Lewis LLP. "Your trainer is your witness," said Lotito.
Also, don't just train your rank-and-file and lower. The CEO and other top execs also need to join the fun. "Training should be top-down, rather than bottom-up," said Lotito.
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