Sexual Harassment Employee On Employee


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William Allan Kritsonis, PhD
Public School Law - Graduate Studies

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Sexual Harassment Employee On Employee

  1. 1. Sexual Harassment: Employee on Employee William Allan Kritsonis, PhD
  2. 2. Definition <ul><li>Sexual harassment is defined as unwelcome </li></ul><ul><li>sexual advances, requests for sexual favors, </li></ul><ul><li>or other verbal, visual, or physical conduct </li></ul><ul><li>of a sexual nature made by one person to </li></ul><ul><li>another. </li></ul>
  3. 3. Two Kinds of Sexual Harassment <ul><li>Quid pro quo occurs when a </li></ul><ul><li>person in authority such as </li></ul><ul><li>a manager, supervisor or </li></ul><ul><li>faculty member makes an </li></ul><ul><li>unwelcome sexual advance </li></ul><ul><li>or request for a sexual favor </li></ul><ul><li>to an employee or student </li></ul><ul><li>and submission to or </li></ul><ul><li>rejection of the advance is a </li></ul><ul><li>condition of employment or </li></ul><ul><li>academic standing. </li></ul><ul><li>Hostile environment </li></ul><ul><li>harassment consists of </li></ul><ul><li>unwelcome sexual </li></ul><ul><li>misconduct that </li></ul><ul><li>substantially interferes with </li></ul><ul><li>work or academic </li></ul><ul><li>performance or creates a </li></ul><ul><li>hostile working or learning </li></ul><ul><li>environment. </li></ul>
  4. 4. Forms of Sexual Harassment <ul><li>Physical </li></ul><ul><li>Verbal </li></ul><ul><li>Visual </li></ul>
  5. 5. Physical Form <ul><li>Touching </li></ul><ul><li>unwanted massages </li></ul><ul><li>patting, caressing, or fondling </li></ul><ul><li>impeding or blocking movement </li></ul><ul><li>standing closer than appropriate or necessary for the work being done, touching or rubbing oneself sexually around or in view of another person, or assault. </li></ul>
  6. 6. Verbal Form <ul><li>targeting a person with sexual comments, slurs, jokes, or rumors </li></ul><ul><li>verbal sexual advances, threats or propositions </li></ul><ul><li>verbal abuse of a sexual nature </li></ul><ul><li>making sexual comments about a person's clothing, body, or looks </li></ul><ul><li>sexually degrading words used to describe an individual </li></ul><ul><li>suggestive or obscene letters, notes, or invitations </li></ul><ul><li>turning work or academic discussions into sexual discussions </li></ul><ul><li>asking about sexual fantasies, preferences, or history, and </li></ul><ul><li>asking personal questions about social or sexual life </li></ul>
  7. 7. Visual Form <ul><li>leering (looking at someone in s sexually suggestive manner) </li></ul><ul><li>making suggestive gestures </li></ul><ul><li>displaying pornography, sexually suggestive pictures, cartoons, posters or literature </li></ul><ul><li>having sexually suggestive software on a work or academic computer. </li></ul>
  8. 8. When Reporting Sexual Harassment <ul><li>Reports can be oral or in writing. The report must </li></ul><ul><li>include several things: </li></ul><ul><li>name of the alleged harasser </li></ul><ul><li>detailed description of harassing acts </li></ul><ul><li>names of any possible witnesses </li></ul><ul><li>time period of harassing acts </li></ul><ul><li>whether any tangible job action has occurred (demotion, termination, missed promotion, undesirable job assignment). </li></ul><ul><li>***The complainant will not be required to confront the alleged harasser as part of the reporting or investigatory process. </li></ul>
  9. 9. Cases
  10. 10. Guzman v. Harlandale I.S.D, <ul><li>A male teacher repeatedly bothered two female colleagues </li></ul><ul><li>with unsolicited comments of affection, and was terminated for his </li></ul><ul><li>immorality. Immorality was defined by the Texas Commission of </li></ul><ul><li>Education to mean willful, flagrant, or shameless behavior that shows a </li></ul><ul><li>moral indifference to the opinion of the good and respectable members </li></ul><ul><li>of the community in which the behavior occurs. Guzman had made </li></ul><ul><li>such suggestions that they should go away for the weekend, and that </li></ul><ul><li>he wanted to be her puppy so that she would take him home and take </li></ul><ul><li>care of him. The commissioner stated that Guzman’s unsuccessful and </li></ul><ul><li>boring attempts to win the affection of the teachers did not amount to </li></ul><ul><li>the aforementioned definition of immorality. The commissioner </li></ul><ul><li>ordered the teacher to be reinstated. </li></ul>
  11. 11. Masson v. School Board of Dade County <ul><li>Masson alleges that she was subjected to a </li></ul><ul><li>hostile work environment based on the explicit </li></ul><ul><li>remarks of John Leyva, the principal and her </li></ul><ul><li>immediate supervisor. Masson also alleged that </li></ul><ul><li>Leyva has a pattern and practice of sexually </li></ul><ul><li>harassing his other subordinate female employees. </li></ul><ul><li>The courts found that the school board was not </li></ul><ul><li>liable for sexual harassment of a female teacher by </li></ul><ul><li>a male principal. </li></ul>
  12. 12. Clark County School District v. Breeden <ul><li>In 1994, the respondent’s male supervisor met </li></ul><ul><li>with the respondent and another male employee to review </li></ul><ul><li>evaluation reports of four job applicants. During this </li></ul><ul><li>meeting, a report disclosed that the applicant had once </li></ul><ul><li>made and inappropriate comment to a co-worker. The </li></ul><ul><li>respondent claims that she was punished for complaining </li></ul><ul><li>to the petitioner’s personnel about the alleged sexual </li></ul><ul><li>harassment. In 2002, the courts ruled that a single </li></ul><ul><li>incident of alleged sexual harassment does not violate Title </li></ul><ul><li>VII of the Civil Rights act of 1964. </li></ul>
  13. 13. Prevention <ul><li>Develop an anti-harassment policy together with employees, managers, and union representatives. </li></ul><ul><li>Communicate the policy to all employees </li></ul><ul><li>Make sure that all managers and supervisors understand their responsibility to provide a harassment-free work environment. </li></ul><ul><li>Ensure that all employees understand the policy and procedures for dealing with harassment - new and long-term employees alike - this involves training, information and education. </li></ul><ul><li>Show you mean it - make sure the policy applies to everyone, including managers and supervisors. </li></ul>
  14. 14. Prevention, continued <ul><li>Promptly investigate and deal with all complaints of harassment. </li></ul><ul><li>Appropriately discipline employees who harass other employees. </li></ul><ul><li>Provide protection and support for the employees who feel they are being harassed. </li></ul><ul><li>Take action to eliminate discriminatory jokes, posters, graffiti, e-mails and photos at the work site. </li></ul><ul><li>Monitor and revise the policy and education/information programs on a regular basis to ensure that it is still effective for your workplace. </li></ul>
  15. 15. Dr. William Allan Kritsonis