Jean Bender - Sexual Harassment
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2018 MACE Annual Conference presentation from Jean Bender of Davenport Evans. Jean is an employment lawyer who councils clients on issues involving sexual harassment, race, age, gender, national origin and disability discrimination. Her presentation touches on sexual harassment issues present in today's society.
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Samantha Collier founded and created TeamTeal365, a small grassroots organization established in 2009 that is dedicated to empowering, educating, advocating, and supporting ALL survivors of sexual assault.
In 2012, TeamTeal365 became an LLC. Abused as a child and raped as an adult, Samantha feels a
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JACL's Anti-Hate Program
A graduate of the University of California, Irvine, Jesse Cheng has been actively involved with organizations that promote the rights of Asian Americans and Pacific Islanders. A public relations intern at Assura Public Relations, Jesse Cheng is a member of the Japanese American Citizens League (JACL).
JACL is a national organization with the mission to secure the civil and human rights of Asian and Pacific Islander Americans. The organization has an anti-hate program that fights prejudice and bigotry against these groups of people, promoting a society where everyone feels safe and secure.
Asian and Pacific Islanders can to some extent be identified by their physical characteristics. Therefore, when a global issue arises that has the potential to direct negative attention toward these groups, members may experience hate crimes. For example, after the Pearl Harbor attack, Japanese Americans bore the brunt of racist actions and even had their Constitutional rights violated. Sadly, almost a century later, Asians and Pacific Islanders still face threats of hate crimes.
According to the FBI, a hate crime is a criminal offense directed against a person solely or in part because of the offender’s bias against his or her race, disability, religion, ethnicity, sexual orientation, gender, or identity. JACL publishes resources to help people who have been victims of hate crimes. It also connects them with the appropriate law enforcement authorities to take up the matter.
If you have been the victim of a hate crime or you are uncomfortable and feel you are in danger, call 911. If someone you know has been the victim of a hate crime or is in danger, alert the FBI through its local office. To report an incident to an organization within the community, you can look up the SAALT Hate Crime Tracker, OCA Hate Crime Reporting site, or AAJC Stand Against Hate Reporting site. If you are in need of crisis support, text “HOME” to 741741.
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This document discusses domestic violence and abuse. It defines domestic violence as a pattern of escalating abusive behavior in an intimate relationship where one partner controls the other. It notes that abuse can be physical, emotional, sexual, or financial. The document discusses facts about domestic violence such as how it increases in severity over time, is about power and control rather than anger, and crosses all demographics. It also discusses why victims may stay in abusive relationships due to fear, dependence, or believing the abuser will change. Finally, it outlines the cycle of violence and additional challenges faced by victims with disabilities.
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- Child abuse is a serious problem that results in the death of 3 children per day in the US, with most victims being under age 6. The different types of child abuse are physical abuse, sexual abuse, emotional abuse, and neglect.
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Natl safe place glbtq webinar pp
This document discusses providing culturally competent services to GLBTTIQQ (gay, lesbian, bisexual, transgender, transsexual, intersex, queer, and questioning) clients. It covers topics like understanding key terms, developing cultural competency, assessing for risks and needs of GLBTTIQQ clients, counseling approaches, working with families, making appropriate referrals, and advocating for GLBTTIQQ clients and employees. The goal is for organizations and professionals to be respectful, knowledgeable, and able to meet the needs of GLBTTIQQ individuals.
Harassment Prevention: From the Illegal to the Currently Legal to the Percept...
Workplace harassment is still a major problem facing employers today. At the root of the issue, managers and employees are unaware of the laws that govern their behavior and what that means to them, as well as lacking awareness of how to interact with others in a professional and respectful way.
This webinar will focus on the laws that govern illegal workplace harassment, discrimination and retaliation, and how to comply with them.
It will address an emerging issue, legal harassment, or bullying – what it is, what it looks like, it’s impact on the culture and, what to do about it. We will also discuss the perception of bullying.
C:\Documents And Settings\Assistant\My Documents\Nff Provincial\Nff Workplace...
The document discusses domestic violence and provides information and guidance on recognizing signs of abuse and how to help. It notes that isolation is often a factor in abusive situations and encourages behaviors that interrupt isolation such as learning signs of abuse and seeking help. It also discusses the different types of domestic violence and provides statistics about domestic homicides in Ontario, with the majority of victims being women. The document aims to raise awareness of woman abuse so communities can help those at risk.
Sexual Harassment at workplace
Sexual harassment at the workplace remains a serious problem, with studies finding that 40-90% of women have experienced some form of it. It includes unwelcome sexual behavior that creates a hostile environment. While laws and guidelines exist, many victims still do not report it due to fear and lack of awareness of policies and support structures. Continued efforts are needed to address the issue and protect worker rights and dignity.
SEXUAL HARRASSMENT POWERPOINT
The document discusses sexual harassment, including defining it as unwelcome verbal or physical behavior of a sexual nature, especially by a person in authority towards a subordinate. It notes that sexual harassment violates both state and federal law, and describes inappropriate behaviors that could constitute sexual harassment, such warning signs to watch out for, and appropriate behaviors that do not qualify as sexual harassment. The document provides information to help understand and prevent workplace sexual harassment.
Emerging Legal Landscape of Discrimination
Brian Markovitz, labor and employment lawyer at Joseph Greenwald & Laake, PA, provides Maryland employers with information regarding discrimination in the workplace. Learn how to recognize potential employment discrimination issues and how to proceed within the law.
Child sex abuse- an essay- giving a concern it deserves
This document discusses the serious issue of child sexual abuse and the need to give it more attention. It notes that child sexual abuse victims often do not realize they are being abused. The document also provides statistics showing that over 50% of children in India reported experiencing some form of sexual abuse. It defines different types of child sexual abuse, such as sexual assault, exploitation, and grooming. The conclusion is that child sexual abuse is a serious epidemic that occurs everywhere and it is time to take active steps to address and prevent this violation of children's rights.
Early Childhood Development And Abuse
Children ages 2-5 begin developing their unique sense of self and recognize ethnic differences, though their exposure to other cultures is limited by caregivers. Cross-culturally adopted children do not differ in self-esteem or adjustment compared to same-race adoptees, and those adopted at a younger age tend to do better. Gender roles and identity form during this age, with notions of sex-typed play emerging at age 3 and gender stability by age 4. Poverty has negative effects, especially in the first 5 years, though programs like WIC, Head Start, and school nutrition programs can help mitigate impacts.
The Empowerment Movement
The document discusses the Empowerment Movement's vision of promoting non-violence and healthy relationships. Its mission is to educate peers about speaking out against social norms that promote violence. It defines dating violence, intimate partner violence (IPV), and their various forms. It provides statistics on the prevalence of violence against women and children. It notes celebrities who have raised awareness of issues like IPV, child abuse, sexual abuse, and bullying to show these issues can affect anyone. It encourages speaking up, out and loudly to help oneself and others and raise awareness.
Nepotism
Nepotism occurs when someone in a position of power uses their influence to favorably impact the hiring or promotion of a family member. It can damage company morale and result in less qualified candidates being hired over more qualified external applicants. While nepotism may be an accepted practice in some small, family-run businesses, companies should have clear policies against it and evaluate all candidates based on their qualifications alone to avoid potential legal issues. Some argue that nepotism is not always bad if relatives hold each other accountable, but it becomes risky if a less qualified family member is hired over a more qualified external candidate from a protected class.
Gendered Violence
This document discusses how childhood exposure to violence can affect adolescent dating violence. It begins by defining dating violence and stating the thesis that boys exposed to violence are more likely to be violent in their own relationships. Possible causes discussed include gender socialization, modeling aggressive behavior witnessed at home, motivation and reinforcement of violence, traditional gender stereotypes, and acceptance of violence in some cultures. The document considers evidence that while girls commit dating violence too, boys are generally more aggressive and prone to violence. It concludes by suggesting solutions like education, counseling, and training professionals.
A Matter of Consent
This presentation was part of Embody's Safe Healthy Strong 2014 conference on sexuality education (www.ppwi.org/safehealthystrong). Embody is Planned Parenthood of Wisconsin's education and training programs. Learn more: www.ppwi.org/embody
DESCRIPTION
The issue of consent is often overlooked or not talked about enough when providing sexuality education, even though is a critical part of healthy sexual development and relationships. This workshop will explore why it’s important to address consent as part of comprehensive sexuality education. This will include developing a shared language to talk about consent in various situations. Participants will have the opportunity, through discussion and completing activities with small groups, to practice talking about the topic of consent in sex-positive ways that include taking pleasure and various common scenarios into account. Participants will also gain knowledge and tools to make their own lessons, curricula and workshops with clients more sex positive.
ABOUT THE PRESENTERS
Margo DeNuccio is the Appleton-based community outreach coordinator for Planned Parenthood of WI (PPWI). A graduate of Marquette University, she began working with PPWI through an AmeriCorps program called Public Allies where she helped to create and manage a teen health promoter program that placed trained teen educators in a two Milwaukee health centers to provide adolescent patients with one-on-one sexuality and reproductive health education. Currently Margo provides programming in the Green Bay and Fox Valley regions and works to build awareness of the services PPWI provides.
Mia Noel graduated from Marlboro College in Marlboro, VT, where she received her BA in Political Science and Film. As a student, she founded and led the Diversity Committee, identifying the needs of marginalized students and engaging new students on campus. She has more than 10 years of experience working with youth ages 4 to 18, formerly as a Substitute Teacher for Milwaukee Public Schools. Her background includes experience in social media/outreach, film, and volunteer work with area nonprofits, including ExFabula, Diverse & Resilient and Milwaukee Film. Mia is currently the Youth Program Coordinator with Planned Parenthood of Wisconsin.
An introduction to gay men of african descent (2)
GMAD was founded in 1986 in New York City to empower black gay men. As the oldest organization serving black gay and bisexual men, its mission is to educate, advocate for, and promote the health and wellness of this community through various programs. GMAD takes a strengths-based approach by focusing on flexibility, respect, integrity, empathy, and networking to build relationships and achieve its goals.
Harassment2
This document provides information about sexual harassment, including definitions, laws, policies, and procedures. It defines sexual harassment, outlines Title IX and Title VII laws, and describes factors to consider in determining if behavior constitutes harassment. The document also discusses handling harassment complaints through informal or formal procedures, and provides tips to prevent harassment.
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Please download this presentation to enjoy the hyperlinks!
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Abstract:
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Jean Bender - Sexual Harassment
- 1. HARASSMENT = RISKY BUSINESS Jean H. Bender Davenport, Evans, Hurwitz & Smith, L.L.P. The contents of this presentation are not intended as legal advice. Please consult an attorney for advice regarding your individual circumstances. Copyright © 2018 by Davenport, Evans, Hurwitz & Smith, L.L.P. All rights reserved.
- 2. Alyssa Milano @Alyssa_Milano “If you’ve been sexually harassed or assaulted write ‘me too’ as a reply to this tweet.”
- 4. Confusion
- 6. So…What Now?
- 7. It Could Never Happen Here
- 8. The Times They Are A-Changin’
- 9. Are Your Anti-Harassment Policies, Procedures, and Training Working?
- 10. 1. Race 2. Color 3. National Origin 4. Religion 5. Gender/sex (including pregnancy) 6. Sexual Orientation (??) 7. Age 8. Disability 9. Genetic Information 10. Military status 11. State Law Requirements Protected Classes
- 12. Quid Pro Quo/Hostile Work Environment
- 14. Potential Problems • Supervisor Employee • Co-Worker Co-Worker • Client Employee • Vendor Employee • Same sex Same sex
- 15. • Robust Anti-Harassment Policy • Training Prevention
- 16. Communicate and demonstrate organizational commitment in policy and practice
- 17. What we don’t know can hurt us. Encourage Reporting
- 19. Responding to a Complaint Investigation: • Respond promptly. • Conduct a complete and impartial investigation. • Confidentiality not guaranteed. • Communicate results to complaining party. Davenport, Evans, Hurwitz & Smith, LLP Sioux Falls, SD www.dehs.com
- 21. Retaliation
- 22. Law of Unintended Consequences
- 23. What about Consensual Relationships?
- 25. Some are saying: “Bullying is sexual harassment of 20 years ago; everybody knows about it, but no one wants to admit it.”
- 27. Business Impact
- 28. Should An Employer Adopt an Anti-Bullying Policy?
- 29. Other Options • Employee surveys • Training supervisors • EAP
- 31. Culture Matters
- 32. For more information contact: Jean H. Bender (605) 357-1224 jbender@dehs.com www.dehs.com Davenport, Evans, Hurwitz & Smith, LLP Sioux Falls, SD www.dehs.com