โ Scribed by William C. Martucci; Zheng Lu
No coin nor oath required. For personal study only.
Sexual Harassment, a form of sexual discrimination, has long been an important and serious concern for employers in America. This is because allegations of sexually harassing behaviors in the workplace have more often subjected employers to lawsuits for their failure to exercise reasonable care to prevent such harassments from happening. The number of harassment charges filed with the U.S. Equal Employment Opportunity Commission (EEOC) and state fair-employment practice agencies has risen significantly in recent years. Prudent employers have started training their managers and employees on preventing unlawful harassment or discrimination in the workplace. The training efforts no doubt help employers eliminate conflicts resulting in litigation and defend against lawsuits whenever they arise.
Numerous new federal court decisions, as well as the guidelines issued by the EEOC, have made sexual-harassment training essential to employers. The federal guidelines, as initially adopted more than 20 years ago, encourage employers to provide training. Only recently has the encouragement of training concerning sexual harassment started at the state level. Consistent with the guidelines, a number of states have gone further than encouragement and have made sexual-harassment training mandatory to employers. California is the most recent state to mandate sexual-harassment training for private employers. Two other states, Connecticut and Maine, also have similar requirements. The recent development in California will lead to a growing trend toward state legislation requiring training in the sexualharassment arena.
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