This presentation will:
- Discuss why preventing harassment matters: Examples and impact
- Explain basics of discrimination and harassment liability
- Focus on what sexual harassment is
- Outline what managers need to know to prevent or respond to harassment
What is Workplace Harassment?
Harassment is any unwelcome verbal or physical conduct based on protected bases (race, color, religion, sex, national origin, age, disability, retaliation, and sexual orientation) when:
The conduct culminates in a tangible employment action, or
The conduct was sufficiently severe or pervasive to create a hostile work environment.
How to Determine Harassment Exists?
To determine whether the harassment exists:
Evaluate frequency and severity of misconduct
Apply reasonable person standard
Would a reasonable person find the behavior hostile, intimidating or abusive?
Tangible effect on job not necessary
Psychological harm not necessary
What is Sexual Harassment?
EEOC defines sexual harassment as:
Unwelcome sexual advances
Requests for sexual favors
Other verbal or physical conduct of a sexual nature
Two most common forms of sexual harassment are:
Quid pro quo harassment
Hostile work environment harassment
Who Can Be Involved in Harassment?
Those who commit, employees at all levels:
Manager
Co-worker
Customers
Vendors
Members of opposite sex, members of same sex, etc.
Those who are targeted:
Victims
Bystanders
Witnesses who are affected by the harassment
How to Prevent and Respond to Harassment?
Review and understand company harassment policy
Comply with Title VII of the Civil Rights Act, which prohibits harassment and discrimination
Know how and when to respond to harassment issues
Report harassment immediately
Sexual Harassment at workplace - Meaning types and effectsTheTemplateWizard
Check a showcase of our Sexual Harassment at Workplace PowerPoint Presentation. Download Sexual Harassment at Workplace PowerPoint presentation now for great and creative presentation ideas on Sexual Harassment at Workplace - Meaning, Types & Effects. This is our general marketing powerpoint presentation on breast cancer prevention & control. We invite you to download TheTemplateWizard's Sexual Harassment at Workplace PPT presentation for great ideas on topics like sexual harassment at workplace, business and marketing etc. We have created Sexual Harassment at Workplace sample powerpoint presentations that demonstrates how to use visuals and illustrations in your PowerPoint presentations.
What is Workplace Harassment?
Harassment is any unwelcome verbal or physical conduct based on protected bases (race, color, religion, sex, national origin, age, disability, retaliation, and sexual orientation) when:
The conduct culminates in a tangible employment action, or
The conduct was sufficiently severe or pervasive to create a hostile work environment.
How to Determine Harassment Exists?
To determine whether the harassment exists:
Evaluate frequency and severity of misconduct
Apply reasonable person standard
Would a reasonable person find the behavior hostile, intimidating or abusive?
Tangible effect on job not necessary
Psychological harm not necessary
What is Sexual Harassment?
EEOC defines sexual harassment as:
Unwelcome sexual advances
Requests for sexual favors
Other verbal or physical conduct of a sexual nature
Two most common forms of sexual harassment are:
Quid pro quo harassment
Hostile work environment harassment
Who Can Be Involved in Harassment?
Those who commit, employees at all levels:
Manager
Co-worker
Customers
Vendors
Members of opposite sex, members of same sex, etc.
Those who are targeted:
Victims
Bystanders
Witnesses who are affected by the harassment
How to Prevent and Respond to Harassment?
Review and understand company harassment policy
Comply with Title VII of the Civil Rights Act, which prohibits harassment and discrimination
Know how and when to respond to harassment issues
Report harassment immediately
Sexual Harassment at workplace - Meaning types and effectsTheTemplateWizard
Check a showcase of our Sexual Harassment at Workplace PowerPoint Presentation. Download Sexual Harassment at Workplace PowerPoint presentation now for great and creative presentation ideas on Sexual Harassment at Workplace - Meaning, Types & Effects. This is our general marketing powerpoint presentation on breast cancer prevention & control. We invite you to download TheTemplateWizard's Sexual Harassment at Workplace PPT presentation for great ideas on topics like sexual harassment at workplace, business and marketing etc. We have created Sexual Harassment at Workplace sample powerpoint presentations that demonstrates how to use visuals and illustrations in your PowerPoint presentations.
ReadySetPresent (Sexual Harassment PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Harassment in the workplace is the precursor to a hostile work environment. Understanding the difference between what is and is not sexual harassment, ones responsibilities as an employee and the consequences if harassment does occur will enable employees and managers to work in a comfortable environment. Sexual Harassment PowerPoint Presentation Content slides include topics such as: what is and is not sexual harassment, 6 types of sexual harassment, 10+ slides on various classes of harassment, 3 slides on who is the harasser, 3 slides on what sexual harassment causes, 10 slides on the complaint procedure, 10 slides on the consequences and effects of sexual harassment, 15+ slides on statistics, 10 slides on countries with similar harassment policies to the U.S. and more.
Sexual Harassment Prevention For SupervisorsBernie McCann
A professional training seminar for supervisors and managers to assist them in recognizing potential sexual harassment in the workplace, hostile environments and how to address this behavior in employees.
Harassment is a form of employment discrimination that violates our Civil Rights an disturbs our professional and life performance.
Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
It can happen through negative actions and inflict an individual or a specific group of people.
And such conduct to be considered unlawful, it must create a work environment that would be intimidating, hostile, or offensive to reasonable people.
We have prepared a presentation to discuss this important subject, that affects us in some stages of our professional life.
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
ReadySetPresent (Sexual Harassment PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Harassment in the workplace is the precursor to a hostile work environment. Understanding the difference between what is and is not sexual harassment, ones responsibilities as an employee and the consequences if harassment does occur will enable employees and managers to work in a comfortable environment. Sexual Harassment PowerPoint Presentation Content slides include topics such as: what is and is not sexual harassment, 6 types of sexual harassment, 10+ slides on various classes of harassment, 3 slides on who is the harasser, 3 slides on what sexual harassment causes, 10 slides on the complaint procedure, 10 slides on the consequences and effects of sexual harassment, 15+ slides on statistics, 10 slides on countries with similar harassment policies to the U.S. and more.
Sexual Harassment Prevention For SupervisorsBernie McCann
A professional training seminar for supervisors and managers to assist them in recognizing potential sexual harassment in the workplace, hostile environments and how to address this behavior in employees.
Harassment is a form of employment discrimination that violates our Civil Rights an disturbs our professional and life performance.
Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
It can happen through negative actions and inflict an individual or a specific group of people.
And such conduct to be considered unlawful, it must create a work environment that would be intimidating, hostile, or offensive to reasonable people.
We have prepared a presentation to discuss this important subject, that affects us in some stages of our professional life.
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
Sometimes how you look seems more important than what you know, what personality you really are.
Beauty, color, height, size, origin, age, hairstyle, dressing style, accent, disability seem to be the main reasons of Appearance Based Dicrimination
Appearance Based Discrimination Inquiry (YoUtopia:Towards Participative Citiz...Kapetanidou Theodossia
In this slideshow we present the main events of the partners presentations on Appearance Based Discrimination. Apart from ppt presentations, role plays and questionnaires were presented too. The presentations took place in the Cultural Centre of Aigaleo, Yannis Ritsos on the 23rd of September, 2014
Accepting Diversity-Appearance Based Discrimination- The Greek subtopic for C...Kapetanidou Theodossia
“Discrimination Based on Appearance”
Accepting “Diversity”=Accepting “the Other” =
=Accepting “the Different”
“How do I look? We are all different, we are all beautiful.”
Discrimination is ever-present in any society. It is based on unexamined stereotypes and results in the prejudicial treatment of people who happen to be members of a particular group. Being different in appearance in a group of people is often converted in forms of discrimination and this is acted on every level of social life. Society makes assumptions which are unquestionably adopted by the majority of people. As a consequence ‘the Different” is automatically rejected.
Through the Greek subtopic, “Combatting Discrimination of Appearance-Accepting Diversity”, and our YoUtopia project in a wider context, we are investigating forms of discrimination upon ‘the Different’ and are pointing out the effects that such a behavior has upon people.
Heading to the opposite direction, by working under the principles of Equality and Tolerance, developing a spirit of Volunteering as a top significance procedure in social affairs, we equip ourselves with those qualities that can develop a collective conscience on combatting discrimination of appearance or of any other kind. Accepting diversity seems to be the only means of maintaining cohesion of society, coexistence and collaboration of individuals in a multicultural society of today.
We hope that this project, through getting sensitized on Appearance Based Discrimination issues and promoting Diversity principles, will challenge the participative members and the wider social circle that is being involved in activities one way or another to exhibit the benefits of being a multicultural society with respect for the “Different”.
As an impact of this endeavor we hope that students, teachers and parents are going to get more emotionally mature, develop empathy towards the subtle issues of Diversity and Human rights and confront their own bias and prejudices. Our common goal is to make apparent that Acceptance of “the Other”, “the Different”, enhances our quality of life and transforms us to thinking spiritual individuals that stand for the Right and for Justice.
Kapetanidou Theodossia
(Coordinator Teacher for the Greek Subtopic-Mathematics Teacher)
Harassment and Discrimination Prevention Training for California Managers provides a comprehensive and interactive learning experience that satisfies California AB 1825 requirements but also offers practical, real-world strategies for today’s manager.
The state requires that all managers in California complete two hours of harassment training every other year and that new managers complete the training within six months of hire or promotion. Although managers outside of California are exempt from the requirement, it is highly recommended that any manager responsible for employees working in California also dedicate time to this learning opportunity to ensure there is a strong understanding of California’s broad protections for workers and steps that a business and a manager can take to reduce their exposure to risk in this area.
Log in for a basic understanding of California regulations as well as updates on:
• The affirmative obligation
• Personal liability of supervisors
• Updated disability protections
• New protected classes
Presented by Human Resources Account Manager, Rebecca McDonough, CA-SPHR.
Create a Harmonious Workplace and Avoid LitigationCase IQ
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In order to achieve this type of workplace, managers, executives and the human resources team must all be on board, creating and enforcing policies that encourage employees to be courteous and discourage conflict.
Sexual Harassment 101: What Every Manager Needs to Knowhrluminary
The intent of this presentation is to inform and educate HR and other members of management on the legal consequences of discrimination and harassment. The presentation focuses on the important role of supervisors and managers in creating and maintaining an environment free of harassment.
Training on how to Prevent and Report Sexual Harassment at WorkTiffanyMiller57
In this presentation, Partner Julie Davis of James E. Arnold & Associates, LPA defines sexual harassment at work, talks about how to prevent sexual harassment, and what you can do if you want to report assault or harassment.
HR Insights, Harassment & Bullying in the WorkplaceJames Cheetham
Anna Denton-Jones' slides from HR Insights, 5th March.
Covering the topic of 'The practicalities of dealing with allegations of [bullying and] harassment.'
http://www.HROnCall.com.au
Important things that businesses in Australia need to be aware of in relation to Anti Discrimination and Sexual Harassment laws.
Investigating and Preventing Sexual Harassment in the WorkplaceCase IQ
It seems every time we turn around there’s another story about a Hollywood or media executive or government official guilty of sexual harassment. Could there be someone like that in your workplace? Unfortunately, yes. Sexual harassment has been illegal for more than 50 years, yet it still runs rampant.
Allegations alone can be enough to bring down a once-powerful executive – and often the company s/he represented. Add to that, the stories from many women, coming forward as a result to allege that men in all sectors at all levels have sexually harassed them and many times their complaints were ignored or swept under the rug. This trend if anything appears to be growing.
Employers, business owners and HR practitioners need to know how to respond to sexual harassment allegations, and what measures they can, and should, take to prevent it from occurring at all.
Join Janette Levey Frisch, “The EmpLAWyerologist” as she outlines the appropriate actions to take when you receive a sexual harassment complaint and how to be proactive in ensuring a harassment-free work environment.
Some of the Many Things You Will Learn During this Informative HR Webinar include:
Your legal obligations to prevent harassment in your workplace
What constitutes harassment and the types of harassment that can occur in the workplace
Proper responses to allegations of sexual and unlawful harassment in the workplace to protect your organization
What to do if the alleged harasser, is your CEO or a “C” Suite Executive?
Understanding and complying with your obligations regarding confidentiality and refraining from retaliatory actions.
And much more
Its surprising to note that there is no Anti-bullying legislation in Victoria. If you are a business consultant, employer or employee wishing to tackle a bullying claim or to develop good workplace anti bullying policy then seeking the help of experienced employment lawyers is necessary. Here is a presentation that will guide you the basics of anti-bullying code of practice in employment law in Australia.
This presentation discusses how to select, protect and properly use a trademark so it can become a powerful brand for your products and services.
As well, it discusses "hot issues" in promotions and advertising law, including:
- recent Competition Bureau enforcement regarding misleading advertising;
- the use of social media in contests and promotions, including the need for transparency when engaging bloggers, endorsers and other "influencers" to promote your brand.
Le gestion de crise : considérations juridiques et pratiques pour traverser l...This account is closed
Au cours de ce programme de formation préparé spécifiquement pour les conseillers juridiques en entreprise, nous vous présenterons une série d’outils visant à vous équiper pour affronter la tempête, peu importe quand et comment elle se présente.
This presentation includes information about legal project management fundamentals, creating a framework for legal project management (define, plan, monitor and manage, review and improve), ethics and the law, conflicts from outside counsel and the general counsel.
Canadian Procurement/Construction Delivery Methods
Various procurement/construction delivery methods exist to provide alternatives as to how risks and responsibilities are allocated for a project and how key factors such as time and price are addressed.
Traditional Delivery Method:
Design-Bid-Build
- Stipulated Price
- Cost Plus
- Unit Price
Contemporary Delivery Methods:
- Construction Management (not-at-risk / at-risk)
- Design-Build
- P3’s
The Canadian government recently announced that the 12 Pacific Rim countries (Australia, Brunei, Canada, Chile, Japan, Malaysia, Mexico, New Zealand, Peru, Singapore, Vietnam and the United States) negotiating the Trans-Pacific Partnership Treaty (TPP) reached an agreement. According to our government, the TPP will set a “strong regional standard” for the protection and enforcement of Intellectual Property (IP) rights, and will give investors and businesses confidence that the same IP rules will be applied across the TPP region. Before coming into force, the agreement must be ratified by each country.
In this presentation, Scott Foster discusses the IP provisions of the TPP, and examines potential changes to the IP regimes that may arise following an implementation of the TPP in Canada.
In this presentation, Gowlings partner Parul Armitage will look at current trends in life sciences licensing and collaborations.
Topics to be explored include:
Financial terms
Valuations
The continuing saga of the patent cliff
“More payer pressure, more commercialization risk”
Licensing as a commercialization strategy
Academic to industry licensing
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It’s widely known that foreign companies looking to acquire strong targets are drawn to Canada’s vast resource sector. But there’s also plenty of M&A activity — and opportunity — across many other Canadian industries, such as technology, life sciences, media and communications, manufacturing and retail.
In this one-hour webinar, experts from Gowlings will share their insights on the Canadian M&A legal regime, and offer tips on how to navigate the complexities of the market and successfully acquire a Canadian company. Topics include:
- Building your acquisition model and determining the most appropriate structure for a Canadian company acquisition
- Determining the applicable tax rules and assessing the potential tax advantages
- An overview of competition law and the Investment Canada Act — due diligence, thresholds and the review process
PLSAs, SEPs and PAEs: The Antitrust/IP Acronyms You Should Know and UnderstandThis account is closed
In this presentation from June 2015, Davit Akman and a panel of other antitrust experts provide an overview of recent regulatory and jurisprudential developments in the U.S., Europe and Canada, and their impact on antitrust counselling and risk assessment.
Key topics discussed include:
• Patent litigation settlement agreements (PLSAs)
• Standard setting and conduct involving standard essential patents (SEPs)
• Conduct involving patent assertion entities (PAEs)
Your company’s people, products, profits and politics have a direct impact on its bottom line.
In this seminar presentation aimed at in-house counsel, HR and other business leaders, you’ll learn from legal and industry insiders on how to master these four key pillars ― and succeed in today’s competitive manufacturing market.
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All eyes on Rafah: But why?. The Rafah border crossing, a crucial point between Egypt and the Gaza Strip, often finds itself at the center of global attention. As we explore the significance of Rafah, we’ll uncover why all eyes are on Rafah and the complexities surrounding this pivotal region.
INTRODUCTION
What makes Rafah so significant that it captures global attention? The phrase ‘All eyes are on Rafah’ resonates not just with those in the region but with people worldwide who recognize its strategic, humanitarian, and political importance. In this guide, we will delve into the factors that make Rafah a focal point for international interest, examining its historical context, humanitarian challenges, and political dimensions.
DNA Testing in Civil and Criminal Matters.pptxpatrons legal
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The committee’s focus was on ensuring the safety and security of individuals, communities, and the nation as a whole. Throughout its deliberations, the committee aimed to uphold constitutional values such as justice, dignity, and the intrinsic value of each individual. Their goal was to recommend amendments to the criminal laws that align with these values and priorities.
Subsequently, in February, the committee successfully submitted its recommendations regarding amendments to the criminal law. These recommendations are intended to serve as a foundation for enhancing the current legal framework, promoting safety and security, and upholding the constitutional principles of justice, dignity, and the inherent worth of every individual.
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Visit Now: https://www.tumblr.com/trademark-quick/751620857551634432/ensure-legal-protection-file-your-trademark-with?source=share
2. Overview
This training will:
• Discuss why preventing harassment matters:
Examples and impact
• Explain basics of discrimination and harassment
liability
• Focus on what sexual harassment is
• Outline what managers need to know to prevent or
respond to harassment
2
3. Did you know…
• Surveys show 1 out of every 5 managers are
involved in harassment/discrimination litigation at
some point in their careers?
• Hundreds of employment harassment/discrimination
claims are filed every month nationwide?
• The average cost to defend against a harassment/
discrimination lawsuit can be tens of thousands of
dollars (exclusive of actual settlement/awards)?
• Harassment claims can generate massive costs and
damage to reputation and morale?
3
4. Typical Scenario
Léo repeatedly propositions his 20 year-old
subordinate over six months, Gillian, who finally
goes off on sick leave. Her father reports the
harassment and after an investigation during which
he is suspended, Léo is fired.
Pre-complaint costs
(all figures guesstimates)
4
Direct Indirect
• Sick pay to Gillian on days
she phones in sick then is
off recovering
$5k • Gillian’s lower productivity and
absences to avoid Léo
• Other female employees
demoralized
5. Costs
• Complaint Costs
5
Direct Indirect
• Investigators’ Fees
$15k
• Company lawyer fees to
$10k
advise on complaint
• Productivity drops as co-workers
focus on
investigation
• Léo’s region results
decline due to his being
distracted then absent
during suspension
$10-50k
6. Costs
• Settlement and “Fallout” Costs
6
Direct Indirect
• Gillian is paid
• Compensation for
harassment
• If she sues for
severance add
• Legal fees for
defending claim add
• If Léo sues after being
fired, legal fees to
defend
• Cost to hire and train up
Gillian’s and/or Léo’s
replacement
$25k
$10-50k
$20k
$20k
$10-20k
• Other employees may
be upset and leave
• Customers and
suppliers learn of
situation and may
reduce business
• Company’s reputation
damaged
??
Could be
$100k plus
TOTALS
(using guesstimates)
$115k to
$165k
$150k plus
7. The Legal Framework – Human Rights Legislation
Human Rights legislation applies to all phases of
the employment relationship:
• recruitment and hiring
• promotion, development and training
• conduct at work and working conditions
• decisions about who gets terminated
• pay practices and benefits
• all other terms of employment
7
8. Human Rights Legislation
Prohibits discrimination based on:
• sex
• disability
• age
• race
• colour
• religion
• national origin
• sexual orientation
• marital status
• family status
• certain additional grounds in some provinces
8
9. Human Rights Legislation
Discrimination means:
• any different treatment based on a prohibited
ground under human rights legislation
• which cannot be justified as a “bona fide
occupational requirement” or not covered by an
exemption (e.g. age for group insurance plans)
• harassment is one of the most common forms of
discrimination
9
10. Company’s Harassment Policy
The Company’s harassment policy applies to:
• Employees at all levels
• In all work-related activities, e.g. during business trips
or Christmas parties, even outside of formal work
activities
The Company will also respond to harassment
of employees by:
• Customers
• Suppliers
• Others dealing with the Company
10
11. Discriminatory Harassment
Discriminatory harassment is conduct that, on basis
of prohibited ground under human rights legislation:
• denigrates or shows hostility or aversion toward an
individual or group
• results in an intimidating, hostile or offensive working
environment
• unreasonably interferes with an employee’s work
performance
• adversely affects an individual’s employment opportunities
Sexual harassment is one type of discriminatory
harassment
11
12. “Discriminatory Harassment”
“Discriminatory Harassment” includes:
• unwelcome remarks, jokes, innuendos
• taunting
• posters or literature that could be offensive
• offensive e-mail
• verbal abuse or threats
• refusal to work or converse with a person
• imitation of a person’s accent or mannerisms
• mocking a person’s appearance or abilities
on basis of or in relation to a protected ground
under human rights legislation
12
13. Categories of Harassment
Quebec
• In Quebec, broader “psychological harassment” is
prohibited, even when not based on a prohibited
ground under human rights law
• Defined as vexatious conduct that are hostile or
unwanted which affects an employee’s dignity or
well-being and results in a harmful work
environment
• Therefore, the Company’s national policy prohibits
harassment, regardless of motivation
13
14. What is not Harassment
Does not include:
• occasional compliments of a socially acceptable nature
• consensual social romantic interaction (but see “Dating
Policy”)
• behaviour generally considered acceptable by a
reasonable person
• unless the recipient has indicated that it is not acceptable
to him or her
• appropriate direction, evaluation, appraisal or discipline by
a supervisor or manager for legitimate performance
reasons
14
15. Sexual Harassment
Sexual Harassment includes conduct which:
• makes sexual relations either explicitly or implicitly a
term or condition of some aspect of an individual’s
employment, e.g. promotion or avoiding lay-off –
a.k.a. “quid pro quo” harassment
• unreasonably interferes with an employee’s work
performance; or
• creates an intimidating, hostile or offensive working
environment
15
16. Unwelcome Behaviour
Sexual harassment must be “unwelcome”:
• in many situations, this means the target must say
so
• but some behaviour will be so obviously unwelcome
that no protest is required, e.g. physical assault
• wherever one employee has power over the other,
human rights tribunals will easily imply coercion
16
17. Who Can Complain about Discrimination and Harassment?
Anyone in the workplace, even if…
• he/she is not the target or a member of the target group
(a brunette co-worker offended by a “dumb blond” joke)
• he/she and the offender are both members of the same
target group (a Jewish co-worker offended by a Jewish
joke)
• he/she previously participated in or did not object to
similar behaviour if he/she later objects and the conduct
continues
Managers have an obligation to report harassment
• When serious, even against the victim’s wishes
17
18. Differing Sensitivity Levels
• We all have different sensitivity levels
• What may seem harmless and innocent to you
may be extremely offensive to another
• Know where the line of offensive conduct is for
you and remember to not only not cross it, but
stay well behind it!
• Just because it does not offend you, or others,
does not mean it will not offend someone else
and does not mean it is not sexual harassment
18
19. Harassment: Four Elements to Remember
Four elements of sexual harassment:
• Unwelcome: but be careful as “yes” sometimes is
deemed to mean “no”
• Sexual conduct or conduct based on sexuality, sex,
physical appearance associated with sexuality
• Offensive to recipient and to a “reasonable person”
• Can be a severe single incident or repeated minor
ones
19
20. Procedures for Complaints of Discrimination or Harassment
and Problem Resolution
The Manager’s Role:
• Do not be dismissive or leave it to employee to resolve
• Report situation to _______________
• With ____________ authorization in minor cases, resolve
situation on informal basis if appropriate
• _____________ to arrange for investigation where informal
procedure inappropriate
• Support investigation, including protecting complainant and
confidentiality
• Where _____________ approved, discipline perpetrators
• Provide remedy to victim
• Prevent retaliation
20
21. Risks of Failing to Respond: Legal Outcomes
• Formal complaint to Human Rights Tribunal or
other tribunal, usually against both the employer
and perpetrator
• Civil lawsuit for assault or “constructive dismissal”
• Criminal charges in some circumstances
• Both the employer and the individual harasser can
be liable to pay damages
• If harassment is physical, workplace safety
obligations are triggered
21
22. Liability
Who can be held liable for harassment and
discrimination?
• Employer
• Managers/supervisors who perpetrate or who condone
• Individual workers
The Company will not be responsible for
defending perpetrators acting contrary to policy or
outside the scope of their jobs
22
23. Workplace Dating
The Company strongly discourages “dating” or
personal relationships between supervisor/senior
and subordinate junior employees
• All such relationships must be reported immediately
• One or both employees may have to resign or agree
to other job changes
The Company discourages dating between
co-workers and with suppliers and customers
23
24. Workplace Dating
Why?
Other employees may perceive favouritism or be
offended or uncomfortable with the relationship
If the relationship ends, troubles often begin
• Claims that the relationship was unwelcome
• Poor evaluations – retaliation
• Hostile workplace interactions
24
25. Manager Proactive Responsibilities
Know and communicate the Company’s policy
against harassment/discrimination
• Make sure the staff in your group are aware of the
Policy and your commitment to the Policy
• Never turn a blind eye or a deaf ear – always point
out questionable behaviour (even if it is not in your
group) and contact _____________ to help deal with it
where necessary
• Encourage employees to report any possible instance
of harassment/discrimination
• Be a role model!
25
26. Company Policies on Harassment and Discrimination
Managers need to be familiar with, follow and refer
employees to Company policies
• See pages _________ of the current Employee
Manual
• Reference the PowerPoints from this training
• If you have questions, contact ______________
The Company will be rolling out updated new
comprehensive policies soon.
26
27. Thank You
J. Geoffrey Howard
Partner
Employment and Labour Law
Suite 2300, 550 Burrard Street
Vancouver, British Columbia V6C 2B5
Phone: 604-891-2279
Fax: 604-683-3558
Email: geoffrey.howard@gowlings.com
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