Pagoda Group's policy prohibits workplace harassment of all types and requires preventing sexual harassment by informing people of their rights and responsibilities, providing training, and enforcing sanctions. Harassment includes creating a hostile work environment through unwelcome conduct that offends or humiliates a reasonable person. Employees should maintain a respectful workplace and report any harassment according to the appropriate complaint procedures. Failure to comply with the harassment policy may result in disciplinary action or legal prosecution.

2. It is the policy of Pagoda Group that all
employees, students, clients and visitors to
our facilities enjoy a positive, respectful
and productive work environment free
from behavior, actions or language
constituting workplace harassment.

3. Pagoda is required by law to take all steps
necessary to prevent sexual harassment.
These steps include informing individuals
of their rights and responsibilities,
developing educational programs to
sensitize the Pagoda community on the
issue, and developing sanctions against
harassment.

4.  Know the definition and forms of
harassment
 Be familiar with examples of prohibited
behavior
 Be familiar with Pagoda’s harassment
policies
 Know what to do if you or someone else
is being harassed

5.  Workplace harassment is a form of offensive treatment
or behavior, which to a reasonable person creates a
humiliating, intimidating, hostile, or abusive work
environment.
 It may be sexual, racial, based on gender, national
origin, age, disability, religion, or sexual orientation.
 It may also encompass other forms of hostile,
intimidating, threatening, humiliating or violent
behavior, which may not constitute illegal
discrimination but are nonetheless prohibited by this
policy.
 Harassment does not have to be intentional to be illegal.
 A third party may also be considered a victim of
harassment.

6.  Unwelcome sexual advances, requests for
sexual favors, and other verbal and physical
conduct of sexual nature when:
 Submission to such conduct is made an implicit
condition of an individual’s employment, or is used
as a basis for any employment decision (promotion,
granting leave, favorable performance evaluation,
etc.)
 Such conduct has the purpose or effect of
unreasonably interfering with one’s work (or in-class)
performance or creating an intimidating, hostile or
offensive working (learning) environment.

7.  Conduct does not have to be repetitive or
severe, although frequency and severity are
key issues in determining disciplinary action.
 Single or isolated incidents can still create a
hostile environment.
 Conduct can be carried out by employees,
students and visitors alike.
 Can occur anywhere: classroom, teachers’ room,
café, lobby, etc.

8.  “Harassment is in the eye of the beholder.”
 Workplace harassment is a form of offensive
treatment or behavior, which to a reasonable
person creates a humiliating, intimidating,
hostile, or abusive work environment.
 “Reasonable person” governs whether
harassment has occurred and determines the
appropriate response.

9.  Telling off-color jokes, making fun of someone,
spreading sexual rumors, rating people based on
appearance
 Comments about body parts, clothing, age, or sex
life
 Making sexual propositions, pressuring students
or co-workers
 Using racially derogatory vocabulary
 Comments about an individual’s skin color or
other racial/ethnic characteristic
 Negative stereotypes regarding birthplace or
ancestry

10.  Posting/Circulating suggestive or demeaning
pictures, messages, texts, calendars, etc.
 Leering, staring, gesturing or winking
 Touching in a way that may make one feel
uncomfortable: brushes, pats, hugs, pinches…
 Insistent requests for a date, dinner, drinks, or
persistent calls, text messages, or other
invitations
 Assault

11.  Rights: all employees, students, clients and visitors to
our facilities should enjoy a positive, respectful and
productive work environment free from behavior,
actions or language constituting workplace harassment.
 Responsibilities:
 When you come to work, “filter” your behavior to a
respectful and professional standard.
 Take seriously any form of harassment that takes
place and report it.
 Never blame the victim for having caused the
harassment

12.  Confront the harasser if you feel
comfortable/safe doing so.
 Use an intermediary (i.e. co-worker or manager)
to confront the harasser.
 Talk to your manager, trainer, recruiter or
other Pagoda representative and file a verbal or
written report .

13.  Informal mediation: attempt to resolve the
situation informally with the offender and
victim.
 Formal complaint:
 Data is gathered to determine if there is sufficient
evidence to support claim.
 Appeal possible
 Grievance hearing
 Disciplinary action

14.  Pagoda expects professional conduct from its
teachers at all times, and harassment will not
be tolerated. Harassment may lead to:
 Disciplinary action
 Termination of employment
 Legal prosecution

15.  The following are not excuses for workplace
harassment:
 “It was just a joke.”
 “It was meant as a compliment.”
 “Just ignore it.”
 “He/she wanted it.”

16.  Humiliating, intimidating, hostile, or abusive
experience
 Psychological stress or trauma
 Deterioration of morale
 Damaged interpersonal relationships

17.  Disciplinary action
 Termination of employment
 Legal action
Pagoda expects professional conduct from its
teachers at all times, and harassment will not be
tolerated.

18.  Damage to the company’s image
 Deterioration of employee or student morale
 Diminished student learning
 Court awards, settlements and fees

19.  As a teacher at Pagoda, you have the right and
responsibility to work in, and maintain, a
positive and friendly work environment.
 Harassment of any kind will not be tolerated
and will be seriously addressed if any such
situation were to arise.

20. Thank you for taking the time to read Pagoda’s
Workplace Harassment Awareness Training.
If you have any questions, please contact
hellojobpagoda@gmail.com and/or your direct
manager.