Harassment and EEOC Compliance Training

The prevention of harassment in the workplace is not only good business sense-it's the law. CCA designs and delivers highly interactive customized workshops addressing all aspects of harassment as defined by Federal Law. Stand-alone, on-line EEOC compliance programs are also available.

To design effective, interactive harassment workshops, it is important to know the client's culture. CCA spends the time and effort to learn the issues facing each and every client. We do not advocate for off-the-shelf solutions when it comes to learning and development on issues of harassment - the human dynamics are too rich for this - especially if you want to drive behavior change.

CCA workshops engage participants at visceral levels so they not only intellectually understand the issue but also understand it at an emotional level. Challenges facing the client, history and on-going personnel situations are factored into the design and delivery of all workshops. Typically, CCA incorporates both overt and subtle forms of harassment in its educational programs.

The business outcome is reduced risk of violation of Federal Law, evidence of training being conducted and improved awareness and accountability of all employees and management for maintaining a healthy, productive workplace.

Employment Discrimination Litigation Prevention

Make sound people decisions, improve business and comply with law.

Sound business practices and Federal Law requires that the tools you use to hire, promote or otherwise evaluate employees are job related and fair. This includes not only analyzing the tool you use, but also how you decide to use it.

It is advantageous to attend to human resource programs and practices in advance of litigious activity-scrambling for information is never a good management strategy when it comes to discrimination allegations.

Our employment discrimination litigation service is multi-faceted. That is, not only do we analyze the technical specification of employment practices, but we also identify additional subtle management realities that often bleed into allegations of wrongdoing.

CCA consultants bring their experience developing and analyzing evidentiary information to defend Fortune 500 companies against charges of discrimination. On-staff industrial psychologists have validated numerous selection and other assessment procedures. Fortune companies have used such evidence to thwart EEOC charges (Title VII violations) often negating the issuance of a "right-to-sue" letter.

Services in this sector are co-led by a licensed, industrial psychologist with corporate strategy and management experience and by a consulting attorney formerly of a top-tier litigation firm.

The business outcome is enhancing the capability to thwart allegations of wrongful discrimination.

Download Employment Discrimination Prevention.