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Workplace environment preventing_sexual_harassment_(presentation_style)
This document defines sexual harassment and outlines steps for preventing and addressing it. Sexual harassment includes unwelcome sexual conduct that affects employment. It may involve demands for sexual favors, jokes, gestures or physical contact. If the harassment creates a hostile work environment or is a factor in an employment decision, it is illegal. The document advises complaining internally per company policy and cooperating with any investigation. Employers should take prompt action, which could include discipline up to discharge, depending on the severity of the conduct. Prevention involves having a clear policy, open communication and treating all people with respect.
Workplace environment preventing_sexual_harassment_(presentation_style)
- 1. Preventing Sexual Harassment
- 2.
- 3. Legal Overview The sameprinciples apply to sexual harassment as to harassment on the basis of race, color, religion, national origin or other protected characteristics.
- 4. EEOC’s Definition • Unwelcomesexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature
- 5. EEOC’s Definition • Submissionor rejection of sexual advances used as a basis for employment decisions
- 6. EEOC’s Definition • Victimand harasser may be a woman or a man
- 7. EEOC’s Definition • Victimand harasser may be a woman or a man • Harasser can be the victim’s supervisor, co-worker or nonemployee
- 8. EEOC’s Definition • Victimdoesn’t have to be the person harassed
- 9. EEOC’s Definition • Victimdoesn’t have to be the person harassed • Unlawful sexual harassment may occur without economic injury
- 10. EEOC’s Definition • Victimdoesn’t have to be the person harassed • Unlawful sexual harassment may occur without economic injury • Harasser’s conduct is unwelcome
- 11. Prohibited Conduct • Unwantedsexual advances
- 12. Prohibited Conduct • Unwantedsexual advances • Demands for sexual favors
- 13. Prohibited Conduct • Unwantedsexual advances • Demands for sexual favors • Unwanted sexually oriented jokes or remarks
- 14. Prohibited Conduct • Verbalabuse of a sexual nature
- 15. Prohibited Conduct • Verbalabuse of a sexual nature • Graphic verbal commentary
- 16. Prohibited Conduct • Verbalabuse of a sexual nature • Graphic verbal commentary • Display of sexually suggestive objects, pictures, posters or reading material
- 17. Prohibited Conduct • Coercedsexual act or assault
- 18. Prohibited Conduct • Coercedsexual act or assault • Physical contact of a sexual nature
- 19. Prohibited Conduct • Coercedsexual act or assault • Physical contact of a sexual nature • Leering, whistling or gestures of a sexual nature
- 20. Legal Overview Commenting onthe fact a person looks nice isn’t sexual harassment. However, it is if comments are frequent and make you feel uncomfortable.
- 21.
- 22. Hostile Work Environment Ifyou’re being made uncomfortable in your work environment, or someone’s conduct is unwelcome, review your company policy.
- 23. Hostile Work Environment Contactyour human resources department if you’re feeling uncomfortable or threatened.
- 24. Hostile Work Environment Tobe hostile, the work environment needs to be so offensive that it affects a reasonable person’s ability to work.
- 25. Hostile Work Environment Claimantmust prove he or she has been subjected to unwelcome harassment.
- 26. Hostile Work Environment Claimantmust prove the harassment was based on sex.
- 27. Hostile Work Environment Claimantmust prove the harassment was sufficiently severe or pervasive.
- 28. Hostile Work Environment Tobe a violation of the law, the harassment has to be so bad that it gets in the way of a person’s ability to work.
- 29. Hostile Work Environment Sexualharassment case law requires the victim be subjected to continued, explicit propositions or offensive touching.
- 30. Hostile Work Environment Theconduct must be sexual in nature.
- 31. Hostile Work Environment Anemployer may be liable for sexual harassment committed by a supervisor or co-worker of the same sex.
- 32. Hostile Work Environment Consensualrelationships between supervisors and employees are not illegal, but may constitute poor judgment.
- 33. Hostile Work Environment Whatwas once welcome can become unwelcome.
- 34. Steps to TakeIf Harassed
- 35. Steps to Take 1.Say no clearly.
- 36. Steps to Take 1.Say no clearly. 2. Document the harassment.
- 37. Steps to Take 1.Say no clearly. 2. Document the harassment. 3. Get emotional support.
- 38. Steps to Take 1.Say no clearly. 2. Document the harassment. 3. Get emotional support. 4. Document your work.
- 39. Steps to Take 5.Look for witnesses and other victims.
- 40. Steps to Take 5.Look for witnesses and other victims. 6. Explore company policy.
- 41. Steps to Take 5.Look for witnesses and other victims. 6. Explore company policy. 7. File a complaint.
- 42. The Complaint Procedure
- 43. Complaint Procedure The complaintprocedure gives the employer the opportunity to investigate and resolve the matter before it elevates to a legal matter.
- 44. Complaint Procedure Failure toutilize the complaint procedure may be used as evidence the alleged incidents didn’t occur and can relieve your employer of liability.
- 45. Complaint Procedure Your company’sharassment policy tells you to whom a claim should be reported and an alternate if circumstances warrant it.
- 46. Complaint Procedure Management willconduct a thorough investigation after the complaint is received.
- 47. Complaint Procedure The victimshould directly inform the harasser that the conduct is unwelcome and must stop.
- 48. Complaint Procedure The companyis on notice once an employee lodges a complaint and has an opportunity to stop it.
- 49.
- 50. Investigation The EEOC looksat the whole record when investigating sexual harassment allegations.
- 51. Investigation What the supervisorknows, the company knows.
- 52. Investigation Employers are chargedwith investigating complaints and taking prompt and effective remedial action.
- 53. Investigation Corrective action needsto be confidential.
- 54.
- 55. Effective Remedial Action •Severity of conduct
- 56. Effective Remedial Action •Severity of conduct • Amount of proof obtained
- 57. Effective Remedial Action •Severity of conduct • Amount of proof obtained • Whether conduct is a first offense
- 58. Effective Remedial Action • Severity of conduct • Amount of proof obtained • Whether conduct is a first offense • Cooperation of harasser
- 59.
- 60. Discipline • Nondisciplinary counseling •An oral or written reprimand
- 61. Discipline • Nondisciplinary counseling •An oral or written reprimand • Probation or suspension without pay
- 62. Discipline • Nondisciplinary counseling • An oral or written reprimand • Probation or suspension without pay • Transfer or demotion
- 63. Discipline • Nondisciplinary counseling • An oral or written reprimand • Probation or suspension without pay • Transfer or demotion • Discharge if sufficiently egregious
- 64. Inconclusive Investigation • Advisingboth parties of the results
- 65. Inconclusive Investigation • Advisingboth parties of the results • Warning the alleged harasser against reprisal
- 66. Inconclusive Investigation • Advisingboth parties of the results • Warning the alleged harasser against reprisal • Conducting a follow-up
- 67. Inconclusive Investigation • Advisingboth parties of the results • Warning the alleged harasser against reprisal • Conducting a follow-up • Documenting events
- 68.
- 69. Prevention Review your company’swritten harassment policy.
- 70. “Golden Rule” Treat peoplethe way you want to be treated.
- 71. “Platinum Rule” Treat peoplethe way they want to be treated.
- 72. Prevention If someone saysthey’re offended, apologize.
- 73. Prevention If someone apologizes,forgive him or her.
- 74. Prevention Communication is thekey to creating a respectful workplace.
- 75. Preventing Sexual Harassment