This is accomplished through several means, including review and updating of policies, handbooks and other materials, free training, and other supervisory developmental training programs.
West Hollywood, CA (PRWEB) October 6, 2007
Despite great strides against sexual harassment during the past 20 years, recent events prove that the problem continues to rear its ugly head. A federal jury recently found Madison Square Garden and Isiah Thomas liable to pay $11.6 million in damages for sexually harassing a former employee. The public case has once again drawn attention to this complex legal issue.
Assembly Bill 1825 (AB 1825), requiring all California employers with 50 or more employees to provide two hours of sexual harassment training every 24 months, went into effect on January 1, 2005. However, that same year, the EEOC received close to 13,000 charges of sexual harassment, with the average costs recovered in monetary benefits increasing dramatically.
According to a recent study by TrainRight Solutions, 41 percent of U.S. employers still don’t provide preventive training for sexual harassment, with cost the leading factor for ignoring education in this area.
"I believe that figure is probably close, but still a little low," says Linda Robinson, Training Manager for CPEhr. "In the past, I have run across many excuses for an employer to hesitate or turn down an opportunity to provide training. Some include lack of budget; a belief that this will not or does not occur in their work environment; and the fear that a new awareness among employees will encourage rather than prevent lawsuits."
Robinson’s company CPEhr is a leader in management training and providing answers that ensure employers are taking preventive measures. Among CPEhr’s many services is helping companies establish appropriate policies and dealing with complex issues involving sexual harassment.
"CPEhr is dedicated to assisting employers in providing and maintaining a safe environment," said Robinson. "This is accomplished through several means, including review and updating of policies, handbooks and other materials, free training, and other supervisory developmental training programs."
It may be costly to implement sexual harassment guidelines, but companies could face a higher price when employees aren’t properly trained. That’s just one reason CPEhr’s expertise is invaluable, and why its solutions are critical to companies that otherwise might ignore the risk.
Founded in 1982, CPEhr is one of the largest, privately owned human resources and professional employer outsourcing (PEO) firms in California. With 25 years experience in the California market, CPEhr has an advantage in its knowledge of statewide employment challenges. CPEhr provides a personalized service that extends to 35 states. CPEhr offers an array of integrated human resources services that includes: Employee administration, human resources and labor law compliance, payroll and tax administration, benefits administration and compliance, workers’ compensation administration, risk management, training and development and recruitment.
Ari Rosenstein, Director of Marketing
This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company listed above.