Reduce Claims: Training can do more than deliver information. It can change behavior. And changing behavior is the most cost-effective way to avoid the risk of claims. Some studies show a 40% reduction in claims following training.
Affirmative Defense: The U.S. Supreme Court declared in 1998 (and the EEOC agreed) that employers should "periodically" train employees; and if they do train employees and an employee makes a claim, the employer may be able to avoid liability even if the alleged bad conduct did occur.
Avoid Punitive Damages: In 1999, the Supreme Court (followed by California in 2003) stated that if employees win a claim for harassment or discrimination,
employers will avoid punitive damages if they show a good faith effort to comply with the law (by training employees). Policy statements and handbooks are not enough.
