Employee Sexual Harassment Training
Management, supervisors and HR need accurate and practical information to identify, prevent, and report sexual harassment and other forms of workplace harassment.
Employers will save time and reduce the costly expense of legal fees by reducing the number of harassment claims and the costs of investigating, litigating, and paying settlements to resolve harassment claims.
- Avoid punitive damages in employee lawsuits
- Assert a defense to harassment lawsuits
- Follow federal guidelines established by the EEOC
- Follow state laws and guidelines
Equal Employment Opportunity Commission’s (EEOC) Performance and Accountability Report (PAR) for 2017 was just released. Here are some of the most interesting statistics.
- In 2017, the EEOC had a backlog of 61,621 charges (cases that have not yet been investigated).
- The EEOC secured approximately $484 million for victims of discrimination in the workplace. This includes $355.6 million in monetary relief forthose who work in the private sector and state and local government workplaces through mediation, conciliation and other administrative enforcement and $42.4 million in monetary relief for charging parties through litigation. In addition, a number of very significant suits were successfully resolved.
- The EEOC resolved 99,109 charges — an increase of 1,600 charges over fiscal year 2016.
- Achieved 7,218 successful mediations, resulting in over $163.7 million in benefits to charging parties.
- the EEOC Filed 184 lawsuits, including 124 suits on behalf of individuals, 30 non-systemic suits with multiple victims, and 30 systemic suits — involving multiple victims or discriminatory policies.