The number of charges in 2008 reached a record high of 95,402 — up more than 15% from the previous year. (However, the total amount of money recovered in court actually went down, from $290.6 million to $274.4 million.)

Why the increase in charges? Many experts blame the economy. More employees lost their jobs, so more have had the opportunity to file a claim.

And they say the worst is yet to come — some predict the number of EEOC charges will reach well into six digits in ’09.

The EEOC reports that harassment claims from men have steadily increased over the past few years, reaching an all-time high of 2,000 charges last year — now making up 16% of all harassment claims.

That’s almost double the number from 15 years ago.

Still, it’s a small percentage of the total claims, which can lead managers to look the other way or fail to take men’s complaints seriously. And that’s gotten a lot of companies burned in court.

The solution? Make a point to include examples of all forms of harassment in your training for managers.

In one recent case, an African-American employee sued for racial harassment. The culprit: A rap CD played loudly by a co-worker.

The co-worker would often listen to the music and sing along — including a bevy of racial slurs — within the employee’s earshot. He told his boss and co-worker the language was offense, but the music never stopped.

He took the company to court and won a $168,000 settlement.

Offensive music at work

It isn’t always direct confrontation between two employees that can lead to harassment or discrimination suits. Companies have been hit hard over the presence of music, jokes, posters or other media that employees found offensive.

The key for employers: Take action when employees complain. Even if the supervisor doesn’t understand why the employee’s offended, a court might.

Cite: EEOC v. Novellus Sys. Inc.