This presentation was designed specifically for a business based upon concerns and issues being experienced.

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2.  Describe the behaviors that
constitute sexual harassment
 List the common forms of sexual
harassment and the characteristics
of each
 Identify the costs associated with
sexual harassment
 Discuss the steps a company can
take to prevent & address sexual
harassment
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4. Company Policy
“ZERO TOLERANCE”
Violating this policy may have a devastating
impact on your employment and others!
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5. Type Description
Peer to Peer Occurs when a colleague sexually
harasses an equal colleague
Third Party Occurs when a person is exposed to
sexual harassment behavior (overhearing
telephone calls describing sexual activity
etc.). In this case, the person is not the
direct target of sexual harassment
Subordinate to Manager Occurs when a subordinate sexually
harasses a manager or superior
Female to Male Occurs when a woman sexually harasses
a man
Male to Male Occurs when a man sexually harasses
another man
Female to Female Occurs when a female sexually harasses
another female
Compliance Professionals Copyright 2012
Categorizing Types and their Descriptions

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8. There Are Two Forms of Sexual Harassment
♠ Quid Pro Quo
♠ Hostile Work Environment
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9. “Quo” is from the Latin term meaning
“this for that.” this type of Behavior
or conduct of a sexual nature that is
unwelcome and persistent. The
submission to or rejection of the
harassing behavior is used as the
basis for employment decisions.
Quid Pro Quo
Employment benefits cannot be
granted, refused, promised, or
threatened As a reward or punishment
for sexual favors or romantic interest.
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10. A Hostile Work Environment describes a workplace where the environment makes it
difficult for an employee to concentrate on his or her job because of the overtly
Sexual nature of conversations, pictures, or actions that occur in the workplace.
The following actions can all contribute to such an environment:
Hostile Work Environment
• Insults
• Offensive sexual material
• Sexual language
• Off-color jokes or stories
• Using ONLY designated
male/female restrooms
– Unwanted comments about a
persons body
– Unwanted requests for dates
or for sexual favors
– Unwanted touching
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11. Why it’s Important
Compliance with Title VII of the Civil Rights Act which
prohibits sex discrimination.
Compliance with similar state civil rights laws and fair
employment laws.
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14. Thomas/Hill Hearings
One of the most well known sexual
harassment charges was made on Oct
11th, 1991.
Anita Hill, a former assistant to
Clarence Thomas at the Department
of Education and the EEOC charged
that while she worked for Thomas in
1982 & 1983 he had engaged in
sexually explicit
behavior and pressured her into going
out on dates with him.
Ms. Hill alleged Mr. Thomas made a
crude reference about a “pubic hair
on her soda can, and of his “endowed
prowess” .
Ms. Hill claimed that the
actions of Judge Thomas
caused a “hostile” work
Environment.
Compliance Professionals Copyright 2012

15. • You are responsible for your own behavior
• Know the Company’s policies
• Keep your hands to yourself
• Do not talk about anything sexual on the job
• Avoid jokes, words, phrases, and gestures with
sexual connotations
• Respect co-workers personal space
• Address questionable behavior early
– Start at the lowest possible level
• Everybody must be committed to a professional
work environment
• Contact Human Resources if you have any
questions
Employees
Compliance Professionals Copyright 2012

16. These May Be Considered Sexual
Harassment...
 Elevator eyes
 Invading Personal Space
 Leaning over or cornering
 Unwelcome letters or phone
calls of a sexual nature
 Unwelcome pressure or joking
about sexual favors
Unwelcome sexual jokes, remarks,
or teasing
Unwelcome sexually suggestive
gestures, pictures
Unwelcome touching
Whistling
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17. Roles and Responsibilities: Preventing and
Addressing Sexual Harassment
 When hanging photos, artwork, any type of illustrations,
phrases, if you are unsure if the content is questionable –
Don’t post or ask your Manager –
 Be sensitive of others personal space
 When having conversations whether on the phone or with a
colleague, Remember others may over hear whether you are
directing your Conversation to them or not, offensive
language or dialogue is still Offensive.
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18. Work Place Relationships
Employee- Employee
When colleagues engage in a “consensual”
relationship, there is a greater risk for
accusations of harassment.
Compliance Professionals Copyright 2012

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20. Sexual harassment can occur in a variety of
circumstances, including but not limited to the
following:
•The victim as well as the harasser may be a woman or a man. The victim
does not have to be of the opposite sex.
•The harasser can be the victim's supervisor, an agent of the employer, a
supervisor in another area, a co-worker, or a non-employee.
•The victim does not have to be the person harassed but could be anyone
affected by the offensive conduct.
•Unlawful sexual harassment may occur without economic injury to or
discharge of the victim.
•The harasser's conduct must be unwelcome.
Compliance Professionals Copyright 2012

21. Questions….
As a Closing Thought
• Always ask yourself these three questions
– Would I want to see my behavior on the
evening news?
– Would I behave in the same way if my
spouse or significant other were beside me?
– Would I want someone to act this way to
my mother or daughter?
Compliance Professionals Copyright 2012

22. Questions ??
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