Affirmative Defense

Why is it critical your company establishes its own Affirmative Defense?

The Affirmative Defense serves as a strategy for employers to protect themselves from claims and legal actions regarding matters like Harassment, Discrimination, and Retaliation. Without the protection of an Affirmative Defense, employers are vulnerable to unnecessary and heightened fines and penalties.

What is the Affirmative Defense?

The Affirmative Defense was the defense presented to the Supreme Court in the cases of Faragher v. Boca Raton and Burlington Industries v. Ellerth, both occurring in 1998.

WHY IT'S IMPORTANT...

For a company to leverage an Affirmative Defense, it must proactively implement measures to deter harassing and discriminatory conduct.

As per the EEOC, "employers can effectively deter and address such behavior by establishing a robust complaint or grievance system, delivering anti-harassment training to both managers and employees, and promptly and suitably addressing any employee complaints."

Let us introduce you to our partner who has a spotless record for a process for building your Affirmative Defense

ACCOMPLISHED IN 5 CRITICAL STEPS...

Policy

You need to establish a policy addressing workplace Harassment & Discrimination, detailing procedures for lodging complaints and achieving resolutions.

Comunications

Communicate the company’s policies and procedures to every employee.

Web-based Training

Video based training delivered via intuitive LMS to expand on policies with tests to prove comprehension.

Quarterly Questionnaire

Reset the clock on claims every 3 months by surveying and documenting employee responses.

Investigations and Reporting

Investigations documented on Video quicker than traditional methods and before stories change coupled with comprehensive reporting to demonstrate your company did everything it could be reasonably expected to do.

Why You Should Explore This Strategy

MESSAGE FROM CARL BRADFORD

Bradford Consulting has a long-standing relationship with a partner organization that has a stellar record of success in this area. We'll make the introduction. You'll thank us later as you understand why you should explore this option.

LIKE A SAFETY PLAN - ESSENTIAL TO EVERY BUSINESS

By delegating the handling and resolution of employee grievances to our partner, your HR team—whether stretched thin or overwhelmed—can breathe easier. You are ensured all issues are addressed promptly and effectively, safeguarding your company's culture, reputation, and financial well-being.

NON-BIASED

Our partner's approach is impartial and objective, as they are not acquainted with your team members. This ensures their investigations remain free from any internal biases, leading to fair and unbiased outcomes.

THIRD PARTY

Our partner's impartial status as an external entity ensures neutrality, enhancing the consistency of processes that bolster the defense against EEOC charges.

Carl Bradford - HR and Talent Acquisition Strategy Consultant


Take Action - Learn More Today

Contact Carl Bradford to learn more and be introduced to our strategy EEOC partner.

Scroll to Top