This document defines harassment and sexual harassment, outlines protected classes, and provides examples of inappropriate behaviors. It notes that harassment need not be intentional and can be subtle. Protected groups are listed, including race, gender, religion, age, and disability. The document discusses the negative impacts of harassment on individuals and organizations. Reporting procedures and the differences between hostile environment and quid pro quo sexual harassment are also summarized.

1. (Policy DIA Local)

2.  Harassment is not always as obvious; it’s
often subtle in nature
 A behavior doesn’t have to be intentional to
be considered harassment
 Most people don’t consciously harass others

3. Inappropriate or unfair treatment towards
someone because they are part of a protected
group
 Bullying
 Threatening
 Terrorizing
 Teasing
 Abusive words
 Put-down jokes

4.  Race  Gender
 Color  Martial Status
 Religion  Sexual Orientation
 Sex  Age
 National Origin  Disability

5.  Behavior that is offensive and on going.
 Saying or doing things that make another person
feel uncomfortable.
 Intentionally trying to make another feel
uncomfortable or intimidated.
EXAMPLE:
Telling one inappropriate joke is generally not considered
harassment. However, if your joke or other action is
offensive enough, you could be reprimanded or even fired.

6.  Most do not intend to harass
 Be careful on how others perceive your
actions or comments
 What may not seem to be harassment to one
person, may offensive to another
 Perception of the victim takes precedence
over the intention of the accused

7.  Would a reasonable person consider the
behavior out of bounds?
 Does the attention interfere with work?

8. The victim often feels:
 Pain
 Isolation
 Fear
 Frustration

9. The District may experience :
 Decreases in production
 Increased employee turnover
 Loss of credibility in the community

10. The U.S. Department of Labor has estimated
that American organizations lose about $1
billion annually in absenteeism, low morale
and new employee training and replacement
costs as a result of harassment.

11.  Talk to the offender and ask that person to
stop
 If the behavior continues or you don’t feel
comfortable approaching the harasser, talk
to your supervisor or the Personnel
Department

12. Unwanted sexual attention that offends or
harms the victim and often the general
morale of the victim’s workplace.

13. There are two Types of Sexual harassment
1. Hostile Environment
2. Quid Pro Quo

14. Hostile Environment
(The most common type of sexual harassment)
Constant sexual acts or behaviors that create an offensive atmosphere
which affects the victims ability to do his or her work.
1. Physical Acts- Touching, grabbing, pinching, holding, kissing,
2. Verbal Behavior- Obscene language, sexual propositions, sexual
innuendos, jokes, commenting on someone’s physical
attributes, spreading false rumors about someone’s sexual activity
3. Non-verbal Conduct - Staring, sexual gestures or
noises, displaying sexually explicit pictures or
calendars, pornography, texting, emailing

15. Quid Pro Quo
(This for that)
Revolves around a tangible employment action, such as:
1. Promotion or pay raise in exchange for a sexual favor
2. Inflating a performance evaluation
It can also be a form of retaliation for refusing to engage in
the sexual conduct.
1. Loss of job
2. Blocked promotion
3. Demotion or transfer
4. Poor job performance evaluation

16. Personal Use of Electronic Media
If an employee’s use of electronic media interferes with
the employee’s ability to effectively perform his or her
job duties, the employee is subject to disciplinary
action to include termination of employment.

17.  Text Messaging
 E-Mail
 Blogs
 Chat Rooms
 Social Network Sites ( e.g., Facebook, My
Space, Twitter)
 Cell Phones