West Hollywood, CA – April 25, 2006 – The recent film North Country shined a light on the issue of sexual harassment in the workplace, chronicling the story of a woman who endured a range of abuse while working as a miner. The woman’s landmark court victory in 1984 became the first major successful sexual harassment case in the United States.
While there have been great strides against sexual harassment during the past 20 years, the problem has certainly not gone away. In 2005, the EEOC received 12,679 charges of sexual harassment, which has dropped dramatically since 2000 when 15,836 cases were reported. But while the numbers have decreased, the costs recovered in monetary benefits for charging parties has increased dramatically.
The EEOC statistics and other survey results illustrate the need for employers to treat the issue as a legitimate threat to their employees and their businesses. But some employers are still not getting the message. According to a recent study by TrainRight Solutions, 41% of U.S. employers don’t provide preventive training for sexual harassment. The leading factor for ignoring education in this area? Cost.
“I believe that figure is probably close, but still a little low,” says Linda Robinson, Training Coordinator for CPE HR, one of the largest and most experienced human resource consulting firms in California. “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; belief that this will not or does not occur in their work environment; and fear that a new awareness in employees will encourage rather than prevent lawsuits.”
Robinson’s company CPE HR is a leader in providing answers and assuring employers that taking preventive measures is the right approach. Among CPE HR’s many services is helping companies establish appropriate policies and dealing with complex issues involving sexual harassment.
“CPE HR 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 CPE HR’s expertise is invaluable, and why its solutions are helping companies thrive.