Helping You Move In The Right Direction

As concern grows over the COVID-19 pandemic… Read More

Sexual harassment is an issue in just about every employment sector, and if you have employees working under you, you should never underestimate the value of offering them sexual harassment prevention training. Sexual harassment settlements wind up costing today’s business owners tens of millions of dollars every year, with national payouts increasing from $47.5 million to $70 million in 2018 alone. 

The onset of the #MeToo movement may also make employees more inclined to speak out about the harassment they experience. So, it is more critical than ever that you offer sexual harassment training as a preventative measure. Doing so may also benefit you and your business in the following ways. 

It may help prevent litigation 

Offering sexual harassment prevention training teaches your staff members what is and is not acceptable in a professional environment, which may help you avoid litigation. If your workforce is on the younger side, your team members may not have an existing understanding of what behaviors may constitute sexual harassment. By offering them training, you are demonstrating that you value a harassment-free work environment, which may make your workers more cognizant of their actions. 

It helps build a cohesive team 

Estimates suggest that victims fail to report almost 70% of sexual harassment incidents. Often, employees simply quit when faced with an uncomfortable or hostile work environment, rather than file claims against the employer. This may lead to high turnover, which may hinder your team’s morale and cost you considerable money and time on training new workers. 

When your employees experience on-the-job sexual harassment, it may also impact their physical or mental health. This may lead to higher absenteeism, which may hinder your business’s productivity and cause profits to suffer. By offering sexual harassment prevention training, you are showing your workers that you care about them and wish to prevent potential hardships before they arise. This may lead to happier, more comfortable employees and a more productive workforce. 

“Married on Sunday, fired on Monday.”

That pithy little mantra might not mean much, if anything, to many workers, but is has certainly resonated with one select workplace demographic in California and nationally.

That is the country’s large and diverse gay, lesbian and transgender community. Some members of that group can unfortunately relate to that above aphorism in an immediately personal way.

Employees have been shielded against on-the-job discrimination for decades by the 1964 Civil Rights Act and its list of enumerated Title VII protected categories. Many readers can likely tick off most or all of those classifications. They range from race, national origin and religion to disability, pregnancy and additional factors.

Including sex. Many people believe that the sex category has logically and always included safeguards for the LGBTQ community, but that has never been true.

Until two weeks ago when, on June 15, U.S. Supreme Court Justice Neil Gorsuch penned a 6-3 Court opinion adding to the umbrella of protections accorded under the sex category. Gorsuch stressed in the majority ruling that, “It is impossible to discriminate against a person for being homosexual or transgender without discriminating … based on sex.”

An in-depth National Public Radio piece on the ruling called it “remarkable” and noted this likely surprising truth for many readers: Nearly half of all American states have historically provided no protections at all for LGBTQ workers.

That will now change. Questions concerning the ruling’s scope and application can be directed to a proven employment law attorney.

4 / 41234