This document provides training on harassment and discrimination for employees. It defines harassment and discrimination, outlines protected categories, and gives examples. Harassment includes creating a hostile work environment through unwelcome conduct. Sexual harassment is discussed in detail, including quid pro quo and hostile environment types. Employees are instructed to report any harassment and told it will be investigated and retaliation prohibited. The goal is to promote a productive, harassment-free work environment.

1. Annual/New Hire Training
Harassment/Discrimination

2. Harassment/Discrimination
Purpose of this training is so employees will:
• Know what qualifies as harassment.
• Know what qualifies as discrimination.
• Know what is legally prohibited in these areas.
• Know how Sundown M Ranch feels about
harassment and discrimination.
• Know what to do if you or a co-worker are victims of
harassment or discrimination.

3. Harassment/Discrimination
• True or False:
• The potential for discrimination exists in every
workplace.
True

4. Harassment/Discrimination
What is discrimination:
• Discrimination is basically unequal treatment because
of a protected category.
• Examples:
• Racism – not hiring/promoting based on a racial group
• Sexism – not hiring/promoting based on gender
• Ageism – not hiring/promoting based on age (over 40)

5. Harassment/Discrimination
Protected categories as they apply to discrimination?
Race Gender
Color Sexual orientation
National or ethnic origin Gender identity
Age Veteran status
Religion Genetics
Disability

6. Harassment/Discrimination
• Generally discrimination is tied to an adverse
employment action
• Sundown M Ranch is an equal opportunity employer
and does not tolerate discrimination in any form.
• All reports of discrimination are investigated.
• No employee will be retaliated against for reporting an
incident of discrimination.

7. Harassment/Discrimination
True or False:
The potential for harassment, including sexual
harassment, exists in every workplace.
True

8. Harassment/Discrimination
• Harassment is behavior which has the effect of
humiliating, intimidating, or coercing someone through
personal attack.
• Any behavior that is unwelcome, unwanted or
unsolicited where the recipient regards it as offensive
or undesirable.
• When a person communicates that the behavior is
unwelcome but it continues, it becomes illegal.

9. Harassment/Discrimination
• Sexual harassment is unwelcome sexual advances,
requests for sexual favors and other verbal behavior or
physical conduct of a sexual nature when:
• Submissions is made an implicit condition of
employment
• Submission or rejection affects employment
• Such conduct interferes with an employee’s work or
creates an intimidating, hostile or offensive work
environment

10. Harassment/Discrimination
• Types of sexual harassment:
• Quid Pro Quo: This for that. Employment decisions or
expectations are based on an employee’s willingness to
grant or deny sexual favors.
• Hostile Environment: Where verbal or non-verbal
behavior in the workplace focuses on the sexuality of
another person or occurs because of a person’s gender or
other protected characteristic, is unwanted or
unwelcome, and where it is severe or pervasive enough
to affect the persons work environment.

11. Harassment/Discrimination
• Hostile environment can be caused by:
• Off color jokes or teasing
• Comments about body parts or sex life
• Suggestive or demeaning pictures, posters, calendars or
cartoons
• Leering, staring or gesturing
• Touching – brushes, pats, hugs, pinches

12. Harassment/Discrimination
• Other types of Sexual Harassment:
• Co-worker Harassment
• Same-sex Harassment
• Sexual Orientation Harassment
• Third-Party Sexual Harassment

13. Harassment/Discrimination
• Types of Harassment other than sexual:
• Age  FMLA
• Racial  Worker’s
Compensation
• Religious  Whistleblower
• National Origin Disability
• Union or non-union membership

14. Harassment/Discrimination
•Examples of other harassment:
•Comments about an individual’s skin color or other
racial/ethnic characteristics
•Negative comments about an employee’s religious beliefs
•Negative stereotypes regarding an employee’s birthplace or
ancestry
•Negative comments referring to an employee’s age when
referring to employees 40 and over
•Derogatory or intimidating references to an employee’s
mental or physical impairment

15. Harassment/Discrimination
Harassing Behavior Can Be:
Verbal: derogatory comments, racial or sexual epithets,
requests for sexual favors, sexual innuendoes, offensive jokes
or stories, repeating propositioning
Non-Verbal: staring, derogatory or suggestive gestures,
winking, throwing kisses, shunning, and ostracizing
Visual: offensive pictures, photos, cartoons, posters,
calendars, magazines or objects
Physical: unwelcome touching, hugging, kissing, patting,
stroking, standing too close
Written: unwelcome personal letters, notes or emails

16. Harassment/Discrimination
Recognizing Harassment
• The conduct must be unwelcome to the target of the
harassment, meaning the victim did not solicit or incite the
conduct and regarded it as undesirable
• 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 harasser as well as the target can be a man or a woman
• The one filing the claim does not have to be the person at
whom the offensive conduct is directed, but can be anyone
affected by the conduct.

17. Harassment/Discrimination
It is the policy of Sundown M Ranch to promote a
productive work environment that is free from
discrimination and harassment of any kind.
To that end, Sundown M Ranch will not tolerate
verbal or physical conduct that harasses, disrupts or
interferes with another’s work performance or that
creates an intimidating, offensive or hostile
environment.

18. Harassment/Discrimination
Harassment Prevention
• Employees are expected to maintain a productive
environment that is free from harassing or disruptive
activity
• No form of harassment will be tolerated including
harassment for race, color, national origin, religion, sex,
sexual orientation, disability or age.
• Any employee who believes he/she is the victim of
unwelcome harassment has the responsibility to report or
file a complaint about the situation as soon as possible
• The complaint should be made to the employee’s
supervisor, the HR Director or the Executive Director.

19. Harassment/Discrimination
Harassment Prevention
• Avoid behavior that may be misconstrued as possible
sexual or other types of harassment
• Avoid sexual jokes, comments, and emails
• Respect a person’s indication that your conduct or
attention is not welcome
• Don’t invade another individual’s personal space
• Don’t touch without permission
• Clearly inform those engaging in inappropriate sexual
oriented behavior that you find it objective
• Seek assistance promptly if you are the target of or
observe what you believe is sexual or any other type of
harassment

20. Harassment/Discrimination
If you feel you are a victim of harassment:
• Clearly communicate to the harasser – verbally, in writing,
through a third party, or in some other way – that the
conduct is unwelcome.
• Promptly report or file a complaint if the conduct
continues after the perpetrator becomes aware it is
unwelcome.

21. Harassment/Discrimination
What will happen if reported:
• All complaints will be investigated promptly – in as
impartial and confidential manner as possible
• Employees are required to cooperate in any investigation
• A timely resolution of each complaint will be communicated
to the parties involved
• Any employee, supervisor, or manager who is found to
have violated the harassment policy will be subject to
disciplinary action, up to and including termination
• Retaliation toward any person bringing a complaint of
harassment will not be tolerated

22. Harassment/Discrimination
In a nutshell:
Be kind and considerate
Be tolerant
Embrace differences
Be accepting