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...ent in a specific field, such as aircraft, risk management, and so on? 12...

... might be construed as harassing have a better chance of preventing such behavior in the first place. In many instances, the harasser is not purposely malicious but simply unaware that such behavior is offensive to others. To give further support to the employer's commitment to a non-discriminatory and harassment-free workplace, pre- and post-training testing can be used to document employee education and training. Testing verifies that employees understand the corporate rules and laws forbidding sexual harassment. Most important, though, is that both supervisors and employees are better able to detect and prevent such behavior before it turns into a problem. LEG TWO: INCIDENCE AND CLAIM HANDLING Even the most rigorous of prevention techniques cannot guarantee that claims of wrongdoing will not occur. But once a claim or allegation is made that will conceivably result in a formal charge ... have risen at a rate 18 times faster than the proliferation of the Federal Court docket. In just four years-fiscal years 1990 to 1993- the Equal Opportunity Commission (EEOC) and the Fair Employment Practices Agencies (FEPAs) have recovered over $735 million from employers for violations of employment law. In 1994, a California State court in Los Angeles awarded nearly $90 million to two former Hughes Aircraft engineers because of discrimination. Even the largest law firm in the world found itself the target of an embarrassing sexual harassment suit. Today's businesses face not only the traditional obstacles of competition and keeping up with advances in technology, but must now face a whole new breed of potential adversary: one's own workforce. Even the best-run of companies are experiencing an explosion of employment-related claims. These can include ...