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Sexual Harassment Avoidance
 

Sexual Harassment Avoidance

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Do It Yourself sexual harassment training

Do It Yourself sexual harassment training

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    Sexual Harassment Avoidance Sexual Harassment Avoidance Presentation Transcript

    • Avoiding Sexual Harassment Nick Krym, DIY SH Training 3-15-06
    • Learning Objectives
      • Identify liability and legal foundations for harassment prevention
      • Recognize terms and concepts
      • Recognize types of harassment & discrimination
      • Understand your rights and responsibilities
      • Understand the complaint procedure
      • Understand the investigative process
    • Legal Foundations
      • Title VII, 1964 Civil Rights Act: This law prohibits employment discrimination based on:
        • Race
        • Color
        • Religion
        • Sex
        • National Origin
      • Civil Rights Act of 1991: Granted litigants broader remedies and privileges through litigation:
        • Right to jury trial
        • Punitive & compensatory damages
      • Age Discrimination In Employment Act of 1967 (ADEA): Protects employees or applicants 40 years of age or older:
        • Cannot discriminate based on age with respect to any term, condition or privilege of employment
        • Punitive & compensatory damages
      • Americans with Disabilities Act
        • Prohibits discrimination on the basis of disability in all employment practices
        • Employer must make accommodation to known disability of qualified applicant or employee unless it imposes undue hardship
    • Legal Foundations, cont.
      • Civil Rights Act – 1972 Amendment: Sexual harassment is a:
        • Form of sex discrimination
        • Violation of federal law
      • Pregnancy Discrimination Act of 1978
        • Amendment to Civil Rights Act
        • Unlawful to discriminate on the basis of pregnancy, childbirth or related medical conditions
      • June 1999 New EEOC Guidance: Employer liable for harassment by supervisors based on:
        • Sex
        • Race
        • Color
        • Religion
        • National Origin
        • Age
        • Disability
        • Protected Activity
    • Terms and Concepts
      • Protected Classes
      • Illegal Discrimination
      • Retaliation
      • Unlawful Harassment
      • Tangible Employment Action
      • Hostile Work Environment
      • Gender Bias
      • Sexual Harassment
    • Types of Harassment / Discrimination
      • Age
      • Racial
      • Religious
      • National Origin, Citizenship
      • Disability
      • Pregnancy
      • Sexual
    • EEOC Guidelines
      • Sexual Harassment is defined as a form of sexual discrimination that involves unwelcome Sexual advances, requests for sexual favors, and other verbal, or physical conduct of a sexual nature, When:
        • Submission to such conduct is made either Explicitly or Implicitly a term or condition of a person’s job, pay or career, or:
        • Submission to or rejection of such conduct is used as a basis for career or employment decisions affecting that person or:
        • Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creates an Intimidating, Hostile or Offensive working environment
      • The definition of Sexual Harassment emphasizes that Workplace conduct, to be actionable as “Abusive Work Environment” the harassment need not result in concrete psychological harm to the victim, but rather be so severe or pervasive that a reasonable person would perceive, and the victim does perceive, that the work environment as hostile or offensive.
      • Any person in a Supervisory or Command position who uses or condones any form of sexual behavior to control , influence, or affect the career, pay, or job of a military member or civilian employee who makes deliberate or repeated unwelcome verbal comments, gestures, or physical conduct of a sexual nature in the workplace is also engaging in Sexual Harassment.
    • EEOC Guidelines
      • EEOC Criterion 1: Quid Pro Quo
        • Submission to such conduct is made (either explicitly or implicitly) a term or condition of an individual’s employment or academic work, or rejection of such conduct is used as the basis for employment or academic decisions affecting the individual.
        • Quid Pro Quo - “Something for something”
        • Harasser has position of power or authority over the person being harassed
        • Refusal to submit will tangibly affect the individual’s term or conditions of employment
      • EEOC Criterion 2 – Hostile Work Environment
        • Such conduct unreasonably interferes with an individual’s work or academic performance or creates and intimidating, hostile, or offensive working or educational environment.
        • Unwelcome and Demeaning sexually related behavior that creates an Intimidating, Hostile, or Offensive work environment.
          • Subtle
          • One incident or several
          • Intent of harasser is Irrelevant
          • Perception or Impact of harassed person
    • Examples of Sexual Harassment
      • VERBAL
        • Profanity, off-colored jokes
        • Sexual comments, threats
        • Whistling, barking, grunts, growling
        • Passing rumors of sexual acts or involvement
      • PHYSICAL
        • Leering, elevator eyes, winking
        • Licking lips, Displaying/giving sexually suggestive pictures or cartoons
        • Stroking, grabbing, patting, hugging, pinching, provocatively posing,
        • Cornering or blocking passageway
        • Clothing adjustments, back rubs
      • OBSESSIVE BEHAVIOR
        • STALKING- Includes actions of a person in repeatedly following or harassing another person in a manner to induce in a reasonable person a fear of sexual battery, bodily injury, or death of that person or a member of that person’s immediate family.
        • OBSESSIVE BEHAVIOR- Such harassment can include unwanted telephone calls, E-Mail messages, uninvited visits to personal quarters, ETC..
    • Intent vs. Impact
      • Is my intent the same as the impact?
      • Is my behavior welcome?
      • Is it Sexual Harassment? Ask yourself the following:
        • Was the behavior or innuendo Sexual in nature?
        • Was the behavior Unwelcome?
        • Does the behavior create a Hostile or offensive work environment?
        • Have Sexual favors been Demanded, Requested, or Suggested- Especially as a condition of employment, career, and job success?
    • Employee Responsibilities
      • Right to be free from harassing behavior
      • Responsibility to complain about harassing behavior
      • Way to resolve harassment:
        • Confront the harasser
        • Use an intermediary to confront the harasser
        • Write a letter to the harasser
        • Maintain a log or diary of incidents
        • Request sexual harassment training for the unit
        • REPORT THE INCIDENT
    • Supervisor Responsibilities
      • Let your employees know you take this issue seriously & the institution will respond promptly
      • Take a proactive stance in preventing unlawful harassment
      • Take appropriate action in a timely manner, don’t delay
      • Document. Write a detailed summary of the complaint
      • Follow up on the complaint. Check with the complainant the next day to ensure he or she is getting needed assistance
    • Dangerous Words
      • When responding to a complaint, be careful that these words don’t come out of your mouth
        • It’s just teasing – no big deal
        • The people in our school would never do …
        • I know he/she didn’t mean anything like that
        • It’s your fault for dressing so provocatively
        • You need to learn to handle these things
        • Just ignore it
        • He puts his arms around everyone
        • You must have wanted it, otherwise you would have told im no
        • Why can’t you learn to accept a compliment?
        • It’s just a prank that got out of hand
        • We’ve never had a complaint, so we don’t have a problem
    • Organizational & Individual Costs
      • Employee productivity losses
      • Diminished student learning
      • Increased absenteeism, turnover and drop out rates
      • Court awards, settlements and fees
      • Damage to institutional image
      • Deterioration of student and staff morale
      • Negative institutional culture
      • Damaged interpersonal relationships
      • Psychological distress, compromised wellness
      • Compromised spiritual & moral integrity
    • Complaint Procedure
      • Let your employees know you take this issue seriously
      • Take a proactive stance in preventing unlawful harassment
      • Take appropriate action in a timely manner
      • Remember, you are liable if you knew or should have known
      • You may file an oral or written complaint with any of the following personnel/offices:
        • Immediate Supervisor
        • Second Level Supervisor
        • Human Resource Office
        • Equal Employment Opportunity Commission (Federal)
    • Retaliation
      • You are protected against retaliation for exercising your right to complain or for testifying or assisting in an investigation or hearing.
    • Investigative Process
      • Informal Review
      • Formal Review
      • Results of Investigation
    • Confidentiality
      • All complaints will be kept confidential
      • Records established as a result of an investigation are not to be retained in employee personnel file
    • Q & A