When Everyone Works Together - It Works! 11 Handout


Published on

Federal Electric, Inc. Employee Training

  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

When Everyone Works Together - It Works! 11 Handout

  1. 1. Employee Training Federal Electronics July 22, 2011 Richard Evangelista, Vice President Federal Electronics Bernie McCann Workplace consultant & Trainer 1
  2. 2.  To educate all employees regarding Federal’s policies concerning workplace discrimination, harassment and prevention of violence. To prevent the occurrence of any workplace discrimination, harassment, bullying or violence at Federal Electronics and ensure all employees have a safe and productive work environment.“Federal Electronics is committed to a policy ofequal employment opportunity and non-discrimination for all persons regardless of race,color, national origin, creed, religion, sex, age,sexual orientation, or disability…and has atradition of maintaining a work environmentthat encourages respect for the dignity of eachindividual.” 2
  3. 3. Prejudice – is a negative attitude or feelingshown toward certain groups of people.Prejudice can occur when people of differentraces, ethnic backgrounds, national origin orreligions work together and begin to interact.Prejudice can negatively impact workproductivity, can lead to conflicts andoccasionally, lead to aggression and violence.Discrimination - Means treating a person orgroup of people differently based on theirbeing (or appearing to be) part of a certaingroup – like race, ethnic group, or religion.When someone is subject to discrimination atwork, they are denied an equal share of certainservices, considerations, or opportunities thatthey are entitled to. 3
  4. 4.  Did the unfair treatment include racial, ethnic, gender, or other similar comments? Do you feel you were treated unfairly based on your race, gender, religion, or national origin? Did others receive preferential or different treatment simply because they were of another race, religion, or gender from you? “Federal Electronics’ personnel policy states that it will not tolerate any verbal or physical conduct by anyone that harasses, disrupts or interferes with another’s work performance, or creates an intimidating, offensive or hostile work environment.” 4
  5. 5.  Sexually harassing behavior can be verbal, non- verbal, or physical. What is “offensive” is in the eye of the recipient. What is NOT offensive to one person may be offensive to another. Sexual harassment may include preferential treatment to someone in return for sexual favors or attention. Any unwelcome sexual or suggestive advances? Any sexual comments, jokes, talk about sexual conduct? Any displaying suggestive objects, pictures, items? Any physical touching, brushing up against, gesturing? Any asking about or making comments about another’s sexual activity or experiences? 5
  6. 6. 1. Supervisor/Manager to Employee2. Employee to Employee3. Employee to Customers, Subcontractors, Public, etc. Comments like “I didn’t mean anything by it” or “I was just joking” or “He or she can’t take a joke” are not excuses for sexual harassment. Under the law, a person’s intent is irrelevant. What is relevant how the behavior impacts the other person. Under the law, a person has a responsibility to say that the behavior is unwanted. 6
  7. 7.  Do you believe you were treated unfairly? Was the behavior discriminatory, sexual, or hostile? Have sexual favors been demanded, requested, or suggested as a condition of employment or other job benefits? Does this kind of behavior create a hostile, offensive or threatening work environment? Workplace conflicts can easily escalate into a potential for workplace violence. The following are strictly prohibited and should be brought to the attention of a group leader, supervisor or manager immediately:  Any act which may physically or mentally harm another  Any behavior that seems aggressive or violent  Any threats to harm or endanger others  Any threats to damage company property 7
  8. 8.  It is important to tell the person how you feel You should report any improper conduct to your group leader or supervisor Supervisors must thoroughly investigate all complaints Employers must take action and discipline individuals when necessary Confidentiality: All information regarding complaints will be handled with sensitivity and shared only with those people who have a need to know. Non-Retaliation: Any retaliation against employees who make legitimate complaints about alleged harassment or discrimination is against the law. 8
  9. 9. 1. Did you find the behavior racist, sexist, offensive, threatening, or harassing?2. Have you told the other person that you object to the behavior? Did they stop?3. If the behavior stops = no complaint.4. If the behavior continues = bring to attention of a group leader, supervisor or managerIf you wish to report any discrimination, harassment orpotential workplace violence at Federal Electronics:1. Report the incident to your group leader or supervisor.2. Your group leader or supervisor will document the incident and report it to the Plant Manager, who will fully investigate the incident, and take any necessary actions.3. If you prefer not to discuss your concerns with your group leader or supervisor, please do not keep it to yourself. You may always discuss it with any of the people listed below: Richard Evangelista X22 Gary Crandall X21 Peter Sherman X15 Elizabeth Medeiros X26 9