OSHA News

E-Learning Performance Management Solutions Provider Comments on State of Compliance Training

(Aug 16, 2007)-- How important is it to train your employees about their obligations under employment discrimination, harassment and OSHA or industrial safety laws? Consider these statistics: for fiscal year (FY) 2005, the Equal Employment Opportunity Commission (EEOC) received over 75,000 complaints of employment discrimination and recovered more than $270 million in back wages for the complaining employees through settlements, mediation, and other administrative resolutions.

Employees alleged in these claims all forms of employment discrimination (race, sex, including harassment, national origin, religion, age, and disability) involving such issues as hiring, termination, promotion, and leaves. Also consider this: According to the Bureau of Labor Statistics, "a total of 4.2 million nonfatal injuries and illnesses occurred in private industry workplaces during 2005". These cases lead to significant loss of productivity, earnings and actual monetary penalties for employers. Can you afford NOT to take proactive action to prevent these risks or minimize your exposure?

According to the ASTD "training can be the difference" between your organization ending up as one of the above mentioned statistics. Your employees have to be trained in your particular industry's safety, compliance and workplace procedures policies. There is a direct correlation between the amount of training your employees receive and the extent of workplace discrimination suits, injuries or compensation claims that you will encounter.

According to Don Weobong, President of Telania eLeaP Systems, "training in policies and procedures is not just a nice-to-do activity. Being proactive in your training and e-learning programs enables your organization to avoid unpleasant situations like law suits and employment law liability, but more importantly, training and performance improvement gives you the extra edge your need over the competition."

"I remember a story of a friend of mine who had just gotten cited by OSHA after an employee lost both arms in an industrial accident. As bad as this gets, this company CEO knew that he needed to train his people but just did not think it important enough to do immediately. He kept procrastinating."

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