 |
 |
 |
|
 |
|
JERICHO, NY -- June 24, 1999 -- The United States Supreme Court sent a message to all employers on June 22nd: Employers that make good faith efforts to prevent unlawful discrimination will not be liable for punitive damages.
In Kolstad v. American Dental Association, the United States Supreme Court decided that employers engaged in good-faith efforts to comply with Title VII will be afforded punitive damages protection. In its Enforcement Guidance on Vicarious Employer Liability for Unlawful Harassment by Supervisors issued June 18th, the EEOC provides a blueprint for such "good-faith efforts."
"It is primarily a three prong effort", said Lipman. "First, promulgate and distribute periodically a general anti-harassment policy. Second, establish an effective complaint resolution procedure. Third, train all workers about steps one and two and train supervisors and managers about identifying and abolishing unlawful harassment. Organizations need the support of upper management to create an effective zero tolerance policy towards harassment," said Lipman.
Interactive Employment Training, Inc. (IET) has teamed up with various consultants to provide customized preventive solutions for employers nationwide. "We want to help employers and consultants use the Internet and intranets to help abolish harassment," said Lipman. "We believe the Internet provides the most effective way to ensure periodic distribution of policies. Further, online training is the most cost-effective way to get the message out."
|
|
|
|
|
