Harassment claim mitigation and trackability

Marlene Liontis, eWorks Accredited Consultant

Marlene Liontis is the Director of Lion Global HR Pty Ltd and one of the team of eWorks’ Accredited Consultants. Here Marlene talks about the importance of trackability and what’s at stake if we don’t bother with it.

Hidden risks you need to know about

Digital learning serves to enrich both the learning and development and compliance strategies of an organisation. How? By making tools and content easily accessible to every staff member, instantaneously. It is this seamless provision, however, that also brings hidden risks. Staff training is all fine and well, but if it isn’t tracked properly for auditing purposes, potential claim mitigation can become very tricky indeed.

Trackability – yes it’s a word

Compliance training, in particular, requires comprehensive trackability. No, I did not just make that word up. Trackability, as the word suggests, is the ability to track things – like having an audit trail. In order to avoid potential damages and liability, it is essential that compliance training has clear and distinguishable learner history reports. Take a sexual harassment claim, for example. If an organisation can provide a clear and traceable history of staff training, this evidence will have a significant impact on damages awarded in the event of a claim.

My organisation doesn’t need it, does it?

It sure does. Even organisations with visible and concise learning policies on topics like bullying, harassment, discrimination, acceptable ICT use, ergonomics, manual handling and so on, benefit from retaining precise information on employee training. What is the point of having your staff undertake all of this crucial training if you don’t keep a record of who has done what? Keeping accurate records of learning and development undertaken, and having it easily accessible through reports, will reduce potential claims, enhance and reinforce skills and establish and maintain a positive workplace culture.

Stop chasing and start leading

Comprehensive staff training is often the best defence against claims of this nature and can protect managers and supervisors from vicarious liability. Ideally, compliance courses should be undertaken by all staff on a quarterly basis. If this is not realistic, these courses should be taken annually by each employee, at a minimum. Why not consider making these courses part of your pre-employment contract? This will reinforce your organisation’s culture and provide additional protection from future potential claims.

Tracking made easy

eWorks’ world-class learning management platform, TVC Enterprise, clearly tracks and records each user and his or her learning history via a wide range of assessment, communication and collaboration tools. These reports provide a crucial history so that you can be confident that your staff training is up to date and therefore avoid potential claims and damages.

The good news?

All of eWorks’ courses are tracked via learner history reports. To find out more, simply ask.