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วันเสาร์ที่ 13 เมษายน พ.ศ. 2556

Printer Toner: Is it Hazardous or Not?

Probably everyone who deals with printing devices repair of toner cartridge refilling sooner or later begins to wonder: 'is toner hazardous for me?'



Laser printers, copiers and toner itself cannot be positively defined as very harmful or absolutely safe. Like many home appliances, they have their maintenance rules to know and observe. Not taking precautions may have an unfortunate effect.



As far as copiers are concerned, you should consider this: image drum assembly heats up to 200 degrees Celsius and the coolers blow out gaseous waste products, dust and even toner (in the event that the device has poor technical condition or the cartridge is faulty).



Such temperature combined with water vapor derived from paper releases volatile organic reagents, which are contained in toner and paper. It is those reagents that are blown out from printer or copier. Some of them, like benzene or styrole, are considered to be very hazardous and classified as cancer-causing. This fact if often abused by tabloids to make up another sensational article. However, actual figures or comparison strength of the reagent are never mentioned. For instance, from those articles you'll never know that an average printer working continuously for an hour exhausts about 10 time less benzene than one smoked cigarette.



Ozone emission, once a hot topic, doe not appear on the agenda anymore. The reason is strict modern standards for printing equipments - Ã

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Protecting wires, cables and pipes from animals without harming them

Animals, particularly rodents, cause untold damage to wires, cables and piping by chewing on these plastic products. Rodents chew because they must (their teeth continue to grow during their lifetimes and must be constantly worn down) while deer and other animals chew in search of food or out of boredom. Whatever the reason, the very act of chewing damages the wire or pipe rendering them useless -or worse, creating a dangerous situation. At the very least, the damage these animals cause can result in expensive repairs.



Particularly troublesome are rodents, which are present everywhere and can cause massive damage to power cables and wiring in homes. They chew on plastic doors, sidings, benches, molded plastic parts, cables, wires, automobile wiring - practically anything. In the wild too, several animals chew on products made of plastic such as plastic bins and containers, cables and pipes. Rodents chewing on cables expose the wiring inside of them, potentially causing a short circuit and a fire.



How severe is the problem? Well, it ranges from mild to deadly.



Mild -

In response to a complaint about sagging cable and fuzzy TV reception, a Comcast crew...discovered the drooping cable wasn't the cause of bad reception - it was a hungry squirrel with an apparent taste for rubbery wiring. Yep, seems a rodent had chewed his (or her) way into the wire that feeds the house and created havoc.

- Bowie Blade News, Bowie, Maryland Nov. 30, 2006



Troublesome -

The New Zealand Stock Exchange was forced to close for several hours on Monday after rodents apparently chewed through a fibre-optic communication cable, leading to the collapse of the country's telecoms network.



Rats are thought to have chewed through a main communication cable on the country's North Island. Services were then routed to different parts of the network, but at the same time a Telecom New Zealand worker accidentally damaged a second main cable in another part of the country, causing the national telecoms infrastructure to collapse.



Trading on the New Zealand Stock Exchange was halted at 11.01am due to the network failure and didn't start up again until 4pm, although the exchange stayed open for an extra 30 minutes until 5.30pm.

- Finextra.com, June 22, 2005



Dangerous -

How hot was it during the recent heat wave? Hot enough to pop dozens of the city's 250,000 manhole covers. It's a recurring semi-apocalyptic summer event here, sometimes with serious side effects. After one exploded in the Bronx on July 27, six people were sent to the emergency room for smoke inhalation. Ten days earlier in Queens, a cover was launched with enough force to set fire to two cars and cause the wiring overhead to catch fire. So how does it happen?

The copper electrical wiring running beneath the streets is hung on the manhole walls and sheathed in insulation, which can crack and warp owing to age, chemical corrosion, or hungry rats.

- New York Magazine, August 14, 2006



Potentially deadly -

... video was shot by a long-time employee at the overhaul base at Kansas City International Airport. The whistleblower did not want to be identified but did want to expose a hidden secret onboard a Boeing 767 passenger plane. The whistle blower said, "We had to take the chairs off and that's when everybody saw mice running around on the floor and one ran down one of the mechanic's arm." The plane arrived in Missouri April 30.



The whistleblower explained, "There's feces all along this edge right here. It's throughout the whole aircraft." The whistle blower said workers found nests in air vents and dead mice in emergency oxygen masks. When mice would get hungry, they ate insulation and chewed through wires. "If they shorted themselves and caused a fire, it would go through that cabin so fast, we could have lost some lives," said the whistleblower.

- KSDK-TV, St. Louis, MO, July 12, 2006



The Research

So, why are animals attracted to wires, cables and other plastics? Studies of animal behavior have shown why animals are drawn to plastics products - the plasticizers and the aromatic odors of polymers, the bright colors and the texture of polymer products are all responsible for animals being attracted to plastic goods.



One solution is a combination of denatonium benzoate and capsaicin. Denatonium benzoate is a compound that is extremely bitter-so bitter in fact, that just a few grains put into a glass of water would make if absolutely undrinkable by a human or an animal. Add to this a synthetic compound that is like the hottest, spiciest pepper in the world, but one hundred thousand times hotter. Pure capsaicin is so hot that a single grain the size of a grain of salt would be far hotter than a bowl of jalapeno peppers.



The Solution

What the research has proven is that animals chew on plastic materials because they look good, smell good and taste good. A combination of denatonium benzoate and capsaicin alters the attractiveness in two of the three. These changes successfully solve the problem of animal damage, whether is grizzly bears in North America, woodpeckers in Norway, birds in Italy or insects everywhere.



A combination of denatonium benzoate works on the following five principles,



1. Aversion - By adding an extremely-bitter, foul-tasting property to the cable sheath or plastic component



2. Discomfort - By adding an extraordinarily spicy property which causes severe distress to the mucosa of the animal



3. Fear - By associating the smell of denatonium benzoate and capsaicin with the distressing experience



4. Training - By teaching the animal that biting into products containing a product containing a combination of denatonium benzoate and capsaicin produces a very unpleasant experience, which leads to behavior modification and the animal avoids these products in the future



5. Association and conditioning - Not only does the animal remember the bad experience, it has been found that the animal passes on the information to its progeny. The fear response and unpleasant reaction is also communicated to other animals in the vicinity



Environmental Concerns

We are guided by the principle of doing no harm to people, plants, or animals and no damage to the environment. Our approach is not to poison the animal or add hazardous chemicals. Using a combination of denatonium benzoate and capsaicin meets these goals. Furthermore, our approach has been to use environmentally safe products that do not enter into ground water resources and breakdown quickly in the environment.



The Conclusions

It is possible to actually train animals and modify their behavior to polymeric objects containing animal repellents

Animals need not be harmed or damage to the environment could be completely avoided by using Non toxic animal repellents in objects made of plastic

Damage from animals can be completely controlled without harming the animals

Repellence achieved maximum by addition of animal repellents to the actual point of contact in plastics

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Save the Environment with Eco - Friendly Custom Embroidered or Printed Wholesale T Shirts, Golf Tee Shirts, Polo Shirts and Promotional Items in Tampa FL


Mother Nature has been lashing out at the world through climate change that has spawned numerous natural disasters. It is time to take drastic measures to save the environment. We need to start being more responsible in everything we do, especially with our day to day habits. One of the major parts of our lives that we need to make ecologically friendly is clothing. We can contribute a lot toward saving our earth by using only eco-friendly custom embroidered and printed wholesale t shirts, golf tee shirts, polo shirts and promotional items as casual wear, uniforms or giveaways in Tampa FL. Custom embroidery or printing can just as easily be done on environmentally safe t-shirts and promotional items, and they are easy to find and purchase at reasonable prices in Tampa FL.

Ecologically friendly wholesale t shirts, golf tee shirts, polo shirts and promotional items in Tampa FL are available in several kinds of material including organic cotton, modal, bamboo and bamboo charcoal technology, and recycled polyester blend. Custom embroidery or printing of the t shirts and promotional items can be arranged with your Tampa FL supplier.

Organic cotton fabric is certified so by a governing agency after the garment manufacturer has submitted proof that the cotton was grown organically in land that has not been treated with chemical pesticides and fertilizers for at least three years. Only crop rotation should have been used for soil renewal and only manure should have been used as fertilizer.

Organic cotton fabric has all the desirable qualities that consumers have grown to love in ordinary cotton. It is highly absorbent, hypoallergenic, machine washable, machine dryable and biodegradable.

Modal fabric is manufactured out of native beech wood. It is an environmentally friendly material because native beech wood is a highly renewable resource, being very easy to propagate without needing dangerous chemical fertilizers and pesticides.

Modal fabric is highly absorbent, resistant to the development of odors and has the ability to regulate heat, keeping the wearer’s body temperature stable and comfortable. Modal is also resistant to shrinkage and pilling, and is color fast.

Bamboo fabric is eco-friendly because bamboo is also a highly renewable resource that grows at a fast rate of up to one foot a day without need for dangerous chemical fertilizers and pesticides. Bamboo charcoal technology is used to manufacture the fabric out of the organic material.

Bamboo fabric is resistant to UV rays, antimicrobial, resistant to the development of odors and breathable. It keeps the wearer’s body dry by wicking away moisture. It also regulates heat, keeping the wearer’s body cool.

Recycled polyester blend fabric is not organic since polyester is not organic. It is regarded as an eco-friendly fabric, though, because recycling materials that already exist conserves resources and minimizes pollution.

Recycled polyester blend fabric is breathable, water resistant and wind resistant. It is, therefore, popular for use in umbrellas and windbreakers.

Any group, such as an organization, institution or commercial business, both large and small scale, has a social responsibility to the community and should participate in the effort to save the earth. After all, we are all in this common environment together and our survival depends on each other. One way you can, and should, do this is to use only ecologically friendly custom embroidered and printed wholesale t shirts, golf tee shirts, polo shirts and promotional items for your casual wardrobe, uniforms and promotions in Tampa FL. Because people practically live in t-shirts in this area, such a move would definitely make an impact. If you want to add more value to your contribution, perhaps you can even add pro-environment messages to your custom embroidery or printing.

Indoor Plants That Clean The Air


Indoor plants are a beautiful addition to any home. While it may be tempting to buy artificial greenery and call it done, it is much better to avoid these dust magnets and go with real plants that clean the air too. Some specific types of plants do a better job at creating clean indoor air better than others.

NASA and ALCA (Associated Landscaping Contractors of America) conducted a joint study that proved indoor plants can help people to avoid the symptoms of Sick Building Syndrome. In addition, they found that combining an indoor fan and carbon filter or other types of air cleaning systems enhanced the plants’ abilities to effectively transform dirty indoor air to a clean, healthy environment.

Specific Plants Found To Clean Air Most Effectively

Different plants that clean the air, performed different functions more effectively than others; and surprisingly, some of the best performers were very common household plants.

• Philodendron – There are more than 900 species in the Philodendron genus; and many of them are very easy to find, popular houseplants. Philodendrons grow well from simple cuttings, and some of the more showy types are available at nurseries and greenhouses everywhere.

Many popular Philodendron species have climbing tendencies, which make them a perfect choice for even small living spaces.

• Golden Pothos – Golden Pothos are another very popular houseplant – one thing that makes these plants ideal for indoor climates is the fact that they require very little light to live. They can thrive in low light – so long as there is enough light to read by, that is enough for a Golden Pothos. These do well in hanging baskets since they like to cling and climb.

• Spider Plants – These plants are very low maintenance and are also easy to propagate. They like plenty of natural light, but they do not do well in direct sunlight. Spider plants do best in a hanging basket, and can become very large.

They are one of the best plants for cleaning the air, so if you are on a tight budget, getting a healthy spider plant and propagating the babies is an inexpensive, yet effective way to keep your home’s atmosphere fresh.

• Spathiphyllum – Also known as Peace Lilies or Spath, Spathiphyllum have dark green upright foliage and grow white, coral, green or red blossoms that have no odor. These plants do not require a lot of light, and they can be watered about once a week, just like most other indoor plants. Peace Lilies are excellent air purifiers – they remove formaldehyde, benzene, and other common household pollutants.

How To Use Plants For Cleaner Indoor Air

You do not need to transform your home into a greenhouse in order to enjoy the benefits of clean air. You should use two to three large plants for every 20-25 square yards in your home as long as your ceilings are of normal height. If you have cathedral ceilings, add one or two more plants to the living space. Since most houseplants originated in shady areas, they do not require direct sunlight to thrive.

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Summer Fun with Your Preschooler


The temperature outside keeps rising, snowy days have been replaced by constant rain and gloom and your hair has had about all the humidity it can take. Now add a curious and active preschooler to the mix and you have a summer dilemma. How can you stay cool and happy and keep your child entertained and active during the summer months? Fortunately, there are many activities that you and your preschooler can take advantage of during the summer months that are guaranteed to be fun, educational and engaging all at the same time.

Indoor activities are exceptionally popular during the summer months and as a result, businesses and local entities promote various programs and special events during the summer months. Take your child to the bounce zone at an indoor family entertainment center, purchase a children’s summer movie pass from your local movie theater, attend story time at libraries, malls or children’s shops and purchase tickets to theater events such as sing-a-longs or puppet shows. If you belong to a moms group or play group, organize a local fire house tour or visit a planetarium. You can also beat the heat by heading to a children’s museum or science museum with interactive hands-on displays that are designed for young children. If you work or want your child to prepare for the transition to preschool in the fall, enroll your child at a summer camp at his or her school.

Outdoor activities are also popular during the summer. Consider enrolling in a swim class with your child. Most programs require parental participation until the child reaches age three. If you prefer to watch your children splash and cool off, locate public water fountains at shopping centers or parks. Be sure to check that the fountains have been approved by local health officials for sanitary and safety concerns. Some alternatives to water fun include a visit to the zoo, aquarium or farmer’s market. Even better, tour a dairy farm and enjoy a fresh ice cream treat with your child,

If you are still searching for ideas to keep your child entertained, check out the June issue of our E-News and organize a family vacation or weekend retreat.

Career Opportunities with Business Degrees

When one thinks of a career in business, most probably a career in management and marketing is what immediately comes to mind. In fact, graduates with business degrees are always in demand because of their honed business skills that blends both business theory and practice together and puts it to strategic use. Business principles can be applied to various different sectors like the government, finance, the arts, non-profit organizations, and even healthcare. Your services as a business graduate are always required in almost every industry. Equipped with a good business degree program, you're ready to face the challenges of any business setting. A business degree also equips a student with all the necessary theory and practice required for the smooth functioning of any organization. Some business degrees also offer options for further specializations into areas like healthcare or finance, while some others offer a more generalized approach and a more global worldview.


All business degrees are inherently practical and are designed to provide students with real life, hands-on experience. Business degrees help create a smoother transition from the safety of a classroom to the high-tension competitiveness of the international business world. Business demands multiple role plays. Jobs in this field are extremely challenging as well as rewarding. As a business graduate you will be trained to take up different roles in an organization - from being a problem solver to a pioneer, a radical thinker to a listener.


A good business degree program will help develop leadership and problem solving skills. You will be taught how to approach a variety of issues and find solutions that maximize the potential success of the business. Business degrees are generally offered in management, computers, finance, law, and accounting. Some include research projects and the study of ethics, social psychology and organizational behavior as well. When deciding on what business degree to choose, you need to ask yourself what your interests are and the goals you want to achieve. How many years are you willing to commit to studying before entering the job market? Are you leaning towards a more general business degree or do you prefer a specialized degree program such as e-commerce or management? As there is a vast array of business degree programs and combinations available to students today, check out all your options before deciding upon a business degree that suits you. If you any questions, ask guidance from a college career counselor.


Certain in-demand business degrees that prepare students for multiple career opportunities are:


Associates Degree in Business - If you are not sure of committing to a four year long Bachelors degree or are still deciding on a career in business, an associate degree in business might be your best option. This degree also provides credits and a foundation for a further degree in the future. This program will equip you with marketable skills that you can use to advance professionally.


Bachelors Degree in Business - This is normally the minimum requirement for any entry-level job in the field of business and business administration. Your job options could range from starting positions in the field of economics, finance, accounting, management, sales and marketing. If you are already working, a Bachelors business degree could improve your chances of a higher salary and career advancement.


Masters Degree in Business - You need a Bachelors degree to enter most MBA degree programs. Most MBA applicants would need to have prior work experience, as well, in order to quality for MBA programs. MBA degree programs are aimed at working professionals who want to ramp up progress in their chosen field and improve their earning potential as well.


In addition to the above, those interested in specializing in a particular field of research can opt for a Doctorate Degree in Business allowing you to teach in the field of your choice. According to the U.S. Department of Education, business degree programs are gaining popularity as they prepare students for a variety of careers and open up a whole avenue of possibilities to succeed in.


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Causes of discrimination

Discrimination is the act of making distinctions in favor of or opposed to certain people, classes or individuals, or primarily because of one’s race, religion or ethnicity. Discrimination is dealing with a particular human being determined by bias, instead of on one’s personal qualities. Prejudice involves excluding, limiting, denouncing or prohibiting an individual from a class from the ability to have several opportunities or benefits offered and made available to another. The expression "discrimination" evolved from its usage in the American Civil War as a phrase indicating intolerance to a person founded only on her or his racial ethnicity. The word is later expanded to encompass belonging to a distinct, thought to be undesirable class or social category.





Discrimination has occupied a major part in the extended history of man's time on earth. Major populations throughout history have carried out forms of discrimination in one way or other and to varying degrees. It should also be noted that bigger communities as a trend have a larger tendency to discriminate against other people. The level of advancement and the breadth and density of bigger populations allowed these groups to form ways of socializing in a way sufficient to sustain their particular social order. However, even with these achievements, societies tended to remain insular contained by their particular culture and had limited contact with outside populations. One civilization might see their group with pride and perceive different ones as "lesser" or not having notable merit. And thus develops the tendency to discriminate against groups who are unknown. For instance, the people of spain discriminated against Jews, and the United States also discriminated against its black and local Native American Indian populations. Discrimination in the work place has also been rampant up to today.





There exist no widespread established ideas of the original source of discrimination. There might be many potential explanations, nevertheless, nearly all experts consent that discrimination isn't a general individual attribute; no one is born into the world with the feeling. There exists proof indicating that the feeling is caused by social norms and learned behavior. As an illustration, if discrimination was inherent to humans, then intermarriage and assimilation between foreign groups would not be a possibility. Evidence also shows that little kids tend not to show bias or discrimination. Though there isn't widespread understanding about the basis of discrimination and bias, there is concurrence that they make up a learned behavior. The formation of a child's beliefs all starts with the family, parents, teachers and first community friends. Organizations and the media further contribute to discriminatory feelings which can soon give it social authority. So as we talk of eliminating discrimination, people must remember that hatred is something that is learned and therefore ought to be untaught. The best plan of action is to guarantee that the spirit of justice and decency are omnipresent by way of education and legislation.





Luckily, the modern world generally is at the present less lenient of discrimination than it was in the past. As a rule nations now have laws preventing discrimination in some forms, if not altogether, in many facets of our lives. Discrimination on the job in the America is prohibited by law. The importance of civil rights, educated immigration procedures and rules for quota employment are amongst the foundation of legal ways to diminish the impact of bias and discrimination. Nevertheless, the last frontier the world must discover a solution to put a stop to discrimination rests in the private sphere, and eventually in every individual.

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Federal Employment Laws and Worker's Rights

To uphold the rights of workers and protect them from discriminatory acts and unfair labor practices, the federal government enacted these five fundamental employment laws:



1. Title VII of the Civil Rights Act of 1964



This law provides workers with basic rights including the right to have equal employment opportunity, the right to access federally-assisted programs and public education, and the right to use public facilities.



2. The Equal Pay Act of 1963 (EPA)



This law prohibits employers and companies to commit wage discrimination based on gender.



According to this Act, a female and male worker who perform the same job, give the same effort and time, and have similar skills will have to receive the same amount of salaries.



3. The Age Discrimination in Employment Act of 1967



According to this Act, no employer can discriminate a worker based on age, especially employees ages 40 and older who are vulnerable to illegal terminations.



4. The Americans with Disability Act of 1990



This law prohibits employers to discriminate any worker based on his physical or mental disability.



According to this law, employers should conduct a hiring process that will not screen out disabled workers and must not illegally terminate an employee with impairment.



5. The Civil Rights Act of 1991



This Act allows employment discrimination victims to recover damages caused by illegal termination, discrimination, retaliation, and harassment.



How to avoid employment litigation



Nowadays, many workers are well-aware of their employment rights and know the legal consequences when their employers commit discriminatory acts, unfair labor practices, and other unlawful workplace policies.



According lawyers, employers and company owners can avoid costly employment litigation by observing these following procedures:



• Make an employment manual which will state the company policies in termination and workers' expected behavior.

• Do not commit unlawful discrimination in all employment aspects such as hiring, work assignment, salaries and pays, fringe benefits, worker's leave, use of office facilities, promotion, and termination.

• Respect the privacy rights of employees. According to lawyers, there are laws that regulate employers on acquiring credit history and background information of their workers. Usually, employees have to give consent before their employers investigate some sensitive information and conduct drug and aptitude tests.

• When assigning workers in sensitive positions, employers should investigate the applicants' background before hiring them to avoid costly negligent hiring claims.

• Avoid promising job security and other benefits unless employers are willing to give these to workers.

• Do not hire undocumented immigrants as workers.

• When hiring minors, employers should only offer jobs which are safe and will not hinder with the workers' education.

• Follow the minimum wage. Usually, the federal minimum wage is either higher or lower than state law. If this is the case, employers should follow the one that will provide more benefits to workers.

• Employers should giver overtime pays to employees who work more than 40 hours a week.

• Employers should keep all employment records including the workers' names, pay rate, address, and other relevant information about them.







For your concerns regarding Employment Litigation, you can consult with our experienced employment attorneys. You can visit our website for legal consultation.

Sexual Harassment: Important Answers to Your Questions


Sexual harassment is a form of illegal sex discrimination according to both federal and California law. Sexual harassment takes different forms. Most people realize that if an employer, supervisor, or co-worker touches a female employee's breasts, this is sexual harassment; but there is much more to it.

What is Sexual Harassment?

The following are all examples of illegal sexual harassment:

. Propositioning for dates or sex
. Telling inappropriate sexual jokes or making inappropriate sexual remarks
. Bringing into the workplace pornographic pictures, materials, or images
. Touching inappropriately including, in some cases, hugging, kissing, rubbing against someone, caressing one's shoulders or back, or other unwanted physical contact
. Requiring employees to wear certain suggestive clothing
. Gawking or leering
. Making inappropriate comments about an employee's appearance
. Making statements that women are inferior to men (or vice-versa)
. Attempting to use one's position as a supervisor to obtain an employee's acceptance of sexually inappropriate behavior or an employee's romantic affections

Although it is usually men who sexually harass women, sexual harassment can also include women harassing men, men harassing men, or women harassing women. The perpetrator may be a heterosexual or a homosexual. In the end, sexual harassment occurs whenever someone is subjected to sexually inappropriate behavior because of one's gender.

What should I do?

If you've experienced sexual harassment on the job, you have a responsibility to inform your employer of it (i.e., complain). Doing so is important because, under the law, if employers do not know about the harassment, then they can't take appropriate and immediate steps to remedy the situation. If they haven't been given that chance, they may not face liability for the conduct even if it is proved that it occurred.

What if my employer retaliates against me?

An employee has an absolute right to complain about harassment without fear of retaliation by his or her employer. Even if it is found that the conduct did not rise to the level of "harassment," an employer cannot retaliate against an employee for having brought the complaint. Retaliation may include a termination close in time to the complaint, denial of promotions, pay raises, work assignments or leaves of absence, heightened scrutiny of performance, or other similar detrimental action.

What if the sexual harassment continues?

Before you can sue, you have to file a complaint with either the federal Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (DFEH). Both agencies are charged with investigating such complaints. This is designed to give the employer time to remedy its conduct prior to being sued.

Do I need a lawyer?

If you believe you have taken all the necessary steps and are still unsatisfied with the result, you may need to seek legal counsel about the feasibility of filing a lawsuit. Both Title VII of the federal Civil Rights Act of 1964 and the California Fair Employment and Housing Act give employees a right to sue an employer for violations of their rights and permit recovery of past lost wages and benefits, future wage loss, emotional distress damages, attorney fees and possibly punitive damages, if a violation has been found.


Avoiding Mistakes in Sexual Harassment Prevention Training

Headache #1: An employer shipped out copies of an expensive video program to dozens of distant managers without providing HR staff to either answer questions or ensure that employees were actually following and learning from the programs. Many of the managers turned on the videos in break rooms and left them running while employees came and went.

Headache #2: During face-to-face anti-harassment training given by a lower-level supervisor, he let it be known that he had no use for the training and was just going through the motions.

Regardless of whether or not you comply with any mandated sexual harassment training laws, jurors are increasingly unwilling to accept a "check the box" approach to harassment prevention training; they want to see training that is interactive, memorable, supported by senior management, and delivered by a credible, well-trained presenter. Given that an ineffective training program will provide little or no protection in the event of a lawsuit, let's take a look at the essential components of an effective training program and identify some of the most common pitfalls.

Effort May Count - But Not Much

Harassment prevention is not an easy subject to teach. One reason many training programs are of such poor quality is that a real mastery of the subject requires a high level of legal understanding coupled with the practical concepts understood by those who have a firm grasp of the day-to-day realities of the workplace. Many training programs fail to integrate the two disciplines and thus fall short in one respect or the other.

Another major reason is that, up until now, most employers have viewed anti-harassment training as something you show up and provide information about, then let them "learn" by doing. Employers, however, cannot afford to let supervisors “wing it” when it comes to learning how to recognize, refrain from, or properly handle sexual harassment. Supervisors and managers not only have to master complicated concepts in advance, but must also practice proper techniques for effective prevention and complaint handling. That requires time, attention, and education, not just training.

Who Should Train

As the quality of compliance training has increasingly become grist for the plaintiff attorney’s mill, the selection of an outstanding training provider a critical business issue. The advantages of in-house HR or training personnel include cost and the fact that such staff is knowledgeable about the particular workplace, the employees being trained, and the particular business or industry.

On the other hand, harassment prevention is a topic in which knowledge is necessary but not sufficient as some of the most challenging components for instructors is anticipating and responding to the challenging questions and negative attitudes of course attendees. Additionally, because of the natural resistance many employees and managers initially feel towards this subject matter, they are more likely to question the “agendas” of in-house trainers, no matter how neutral or objective they may strive to be.

Harassment prevention training specialists – whether internal or external - should be able to offer: legally accurate and up-to-date analysis as well as practical and realistic programming; lively, interactive presentations; appropriate educational techniques; and a variety of formats, follow-up and curriculum options. One thing is clear; educational research indicates that adult learners learn better with a live teacher - especially one they can respect.

Training Mistakes: When the Treatment is as Bad as the Disease

Mishandled training not only may fail to insulate an employer from harassment claims and punitive damages awards, but also can create its own legal problems. Accordingly, employers should seek to create training sessions that are "jury worthy" in tone and language by avoiding the following traps:

Asks the learner to make legal conclusions: Some harassment prevention training programs present scenarios and then ask the participant "Is this harassment?" The learning points that such a question is trying to cover can be communicated just as effectively without making a legal conclusion. In addition, questions that ask for legal conclusions are problematic in that they can be used as evidence against the company in the event of a future lawsuit if a manager or employee engages in behavior that was defined as "harassment" in a previous training class. Essentially, the company's hands may be tied because of evidence it created against itself. See Cadena v. Pacesetter Corp., 224 F.3d 1203 (10thCir. 2000).

Increases Liability by "Setting the Bar Too High": For example, in workplace harassment training, a program may state that any discussion of personal relationships in the workplace is inappropriate. While this approach is well-intended, it can actually be damaging to the organization for the following reasons: 1) If the program "concludes" that such behavior is unacceptable, then it has made a legal conclusion that could be used against the organization in the event of a future lawsuit, and 2) An overly "sanitized" message may also spark an unwillingness on behalf of the learner to take the content in the program seriously.

Focuses only on sexual harassment: The US Supreme Court and the EEOC have made clear that a harassment prevention program should address all of the "protected categories." See Equal Employment Opportunity Commission, Enforcement Guidance: Vicarious Employer Liability for Unlawful Harassment by Supervisors (6/18/99); See also Burlington Indus., Inc. v. Ellerth, 188 S. Ct. 2257 (1998) and Faragher v. City of Boca Raton, 118 S. Ct. 2275 (1998). To be effective, a workplace harassment prevention training program should address harassment related to gender, race, national origin, color, disability, age and religion as well as other "protected categories" under state law, such as sexual orientation.

Fails to Provide Appropriate Content for Appropriate Groups: One of the greatest challenges in creating an employment law training program is ensuring that the content communicates the correct information, while not encouraging employees to bring lawsuits. Employees primarily require information about the employers' commitment to a harassment-free workplace, assurances against retaliation as well as instruction on the employers' policies and procedures, and expected standards of conduct. Managers need education not only in recognizing harassment and discrimination and refraining from it, but also in proper handling of complaints or other situations possibly raising the issue, as well as such matters as preventing retaliation and effective follow-up with the complainant. A thorough discussion of legal liability is really only appropriate for managers, who need to know more detailed information about the law, and the specific risks that misconduct poses to both them and the company.

Focuses narrowly on legalese: Harassment/discrimination prevention programs are designed to educate employees and managers - not lawyers or HR experts. Therefore, when discussing "the law," employers should focus on what employees most need to know: what is and isn't harassment, how to report it and how to maintain a retaliation-free workplace. Manager training programs must give managers and supervisors the practical tools they need to implement a policy successfully, how to legally interview for hiring and promotion, and how to manage performance in a way that does not discriminate against anyone on the basis of protected characteristics.

Fails to Reflect Your Organization's Specific Workplace Policies: A harassment/discrimination prevention program should routinely incorporate an organization's specific workplace policies. In fact, if a training program includes a tracking mechanism that shows receipt and acknowledgement of that policy, then the program performs the dual function of training and policy dissemination. In addition, training should include policy-related issues such as reporting procedures, confidentiality issues, the conduct of investigations and retaliation prohibitions. While employer policies should emphasize zero tolerance with respect to discrimination and harassment, they also must encourage employees to report inappropriate behavior-with many options in which to report a complaint, including the option of reporting a complaint to a person not in the employee's chain of command-to ensure confidential and prompt investigations and to protect victims and witnesses from retaliation.

Fails to Replicate a Realistic Working Environment: Many harassment prevention programs use vignettes and case studies that seem unrealistic and "hokey" and don't represent the more common types of situation that employees encounter in the workplace. This approach not only causes chuckles from employees, a jury you're trying to convince of your good-faith efforts to prevent a serious topic will likely have the same reaction.

The Bottom Line

HR should be defined not by what it does, but what it delivers. A sound understanding of the civil rights laws is just a starting point in the quest for legal compliance and effective work relations; it's the rest of the journey - the attitude and expertise of the trainer, the quality of the content, the receptivity of the learners - that determine how successful the harassment/discrimination prevention program is in meeting its goals. The savvy HR professional will pick a harassment prevention training provider who has the emotional intelligence as well as the expertise and experience to transform a skeptical audience into compliance partners and more effective communicators.

Copyright 2006 Joni Johnston