The document is a power point presentation on discrimination and harassment in the workplace. It defines discrimination, workplace harassment, and sexual harassment. It outlines protected classes, provides examples of prohibited behaviors, and explains complaint and investigation procedures. It stresses the importance of preventing and reporting discrimination and harassment and notes that retaliation is prohibited.
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.
http://blog.hr360.com/hr-blog/sexual-harassment-in-the-workplace
Sexual harassment in the workplace - how to recognize it, establishing procedures to report it, and how to prevent it.
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.
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.
http://blog.hr360.com/hr-blog/sexual-harassment-in-the-workplace
Sexual harassment in the workplace - how to recognize it, establishing procedures to report it, and how to prevent it.
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.
Presentation is all about the Sexual Harassment on the women in the workplace and also talks about the law to protect women against these kind of inhuman activities.
Minimizing Exposure For Workplace Harassment And RetaliationTamsenL
This presentation is a good overview of harassment and retaliation law and provides practical guidance for minimizing employer liability associated with these issues.
Michael Cosgrove from Workplace Laws discusses:
- Steps to prevent workplace bullying
- The process of dealing with workplace bullying after it occurs
- Legal frameworks, resources available for businesses and options for employees to have their workplace bullying issues dealt with effectively
Cover your workplace with LawPath's Workplace Policies Bundle: http://bit.ly/1AFe9VM
Recognise and prevent sexual harassment at work to build safe and respectful workplaces.
Learn to identify what could constitute as harassment and how your organisation can help. How individual contributors and managers can be sensitised to the subject.
Presentation is all about the Sexual Harassment on the women in the workplace and also talks about the law to protect women against these kind of inhuman activities.
Minimizing Exposure For Workplace Harassment And RetaliationTamsenL
This presentation is a good overview of harassment and retaliation law and provides practical guidance for minimizing employer liability associated with these issues.
Michael Cosgrove from Workplace Laws discusses:
- Steps to prevent workplace bullying
- The process of dealing with workplace bullying after it occurs
- Legal frameworks, resources available for businesses and options for employees to have their workplace bullying issues dealt with effectively
Cover your workplace with LawPath's Workplace Policies Bundle: http://bit.ly/1AFe9VM
Recognise and prevent sexual harassment at work to build safe and respectful workplaces.
Learn to identify what could constitute as harassment and how your organisation can help. How individual contributors and managers can be sensitised to the subject.
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.
Robert frank - workplace molestation preventionrobertfrank895
Robert Frank says we are now in an age of social media, in which Imperious doesn’t forestall while children allowance the classroom. In a society that encourages modern human beings to be whatever they want, and to be unsnapped to explicit who they may be – culturally, sexually, philosophically, artistically – bullying is greater pervasive (and invasive) than ever.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
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Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
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RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
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Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Memorandum Of Association Constitution of Company.ppt
Discrimination and Harassment Free Workplace Training by State of Oregon
1. Use your right arrow key
to advance the slides in the
Discrimination and Harassment Free
Workplace power point presentation.
Use your left arrow key
to return to previous slides.
3. Discrimination and Harassment Free Workplace
The State of Oregon is committed to a
discrimination and harassment free
work environment.
All employees are expected to
conduct themselves in a business-like
and professional manner and not
engage in discriminatory or harassing
behavior.
4. Discrimination and Harassment Free Workplace
Statewide Policy 50.010.01, Discrimination and Harassment
Free Workplace, outlines types of prohibited conduct and
procedures for reporting and investigating prohibited conduct.
All employees are expected to read Statewide Policy
50.010.01, Discrimination and Harassment Free Workplace.
The policy can be located at:
http://www.oregon.gov/DAS/CHRO/docs/advice/p5001001.pdf
5. Discrimination and Harassment Free Workplace
This power point presentation provides
additional information about a
discrimination and harassment free
workplace.
If you have questions after viewing this
presentation and reading the policy, ask
your supervisor, your agency Human
Resource section, Executive Director or
chair.
6. Discrimination and Harassment Free Workplace
Throughout the presentation
there will be questions,
scenarios and quizzes designed
to test your knowledge.
See if you can answer the
questions before the slide
changes to reveal the answer.
7. Discrimination and Harassment Free Workplace
Policy 50.010.01 and this presentation cover three types
of illegal, prohibited behavior:
1. Discrimination,
2. Workplace harassment and
3. Sexual harassment
Discrimination and workplace harassment are based upon
an individual’s protected class status.
8. Discrimination and Harassment Free Workplace
Protected class status under federal law includes:
race, color and national origin;
sex (includes pregnancy-related conditions);
religion;
age (40 and older);
disability;
a person who uses leave covered by the Federal Family and
Medical Leave Act;
a person who uses Military Leave;
a person who associates with a protected class;
a person who opposes unlawful employment practices, files a
complaint or testifies about violations or possible violations; and
any other protected class as defined by federal law.
9. Discrimination and Harassment Free Workplace
Protected class status under Oregon law
includes:
All federally protected classes, plus:
age (18 and older);
physical or mental disability;
injured worker;
a person who uses leave covered by the Oregon Family
Leave Act;
marital status and family relationships;
sexual orientation;
whistleblower;
expunged juvenile record; and
any other protected class as defined by state law.
10. Discrimination and Harassment Free Workplace
Discrimination is
A supervisor or person in authority making employment
decisions related to hiring, firing, transferring, promoting,
demoting, benefits, compensation, and other terms and
conditions of employment, because of an employee’s protected
class status.
11. Discrimination and Harassment Free Workplace
*Examples of discrimination include:
A supervisor refusing to hire a well qualified candidate
because she is pregnant.
Upon “discovering” an employee’s age, a supervisor
transfers a well qualified 45 year old employee from the
“teen unit” to the “senior citizen unit.”
*The examples are assuming a Bonafide Occupational
Qualification (BFOQ) or other circumstances do not exist.
12. Workplace Harassment is
Unwelcome, unwanted or offensive conduct based on
or because of an employee’s protected class status.
Discrimination and Harassment Free Workplace
13. Examples of workplace harassment include:
An employee repeatedly addresses coworkers with
derogatory comments or stereotypes related to their race or
religion. The employee calls a coworker wearing a turban,
“Towel Head,” calls a Hispanic coworker, “Beaner,” and
calls a Jewish coworker “Cheap Skate.”
An employee tries to get a coworker to resign by spreading
untrue, malicious gossip about the coworker, because of the
coworker’s disability.
Discrimination and Harassment Free Workplace
14. Discrimination and Harassment Free Workplace
Sexual Harassment is
Unwelcome, unwanted, or offensive sexual advances, requests for
sexual favors, and other verbal or physical conduct of a sexual
nature when:
1. Submission to the conduct is made either explicitly or implicitly a
term or condition of the individual’s employment; or is used as a
basis for any employment decision (granting leave requests,
promotion, favorable performance appraisal, etc.); or
2. The conduct is unwelcome, unwanted, or offensive and has the
purpose or effect of unreasonably interfering with an individual’s
work performance, or creating an intimidating, hostile or offensive
working environment.
15. Discrimination and Harassment Free Workplace
Examples of sexual harassment include:
A supervisor telling a subordinate employee
that if he/she accompanies the supervisor for a
weekend get-away, the supervisor might be
able to arrange for some paid time off for the
employee, or look into a promotion for the
employee.
A person in authority threatening to discredit a
subordinate employee if they won’t attend a
party with them after work.
16. Discrimination and Harassment Free Workplace
Any employee believing they have been subjected
to discrimination, workplace harassment or sexual
harassment should report that behavior to their
immediate supervisor, another member of
management or the agency Human Resource
section.
A complaint may be made verbally or in writing.
17. Discrimination and Harassment Free Workplace
Why is it important for employees to report discrimination,
workplace harassment and sexual harassment?
Answer
Discrimination ,workplace harassment and sexual harassment can cause:
Employees to be hurt emotionally
Productivity to go down
Absenteeism to go up
The work of the agency to be jeopardized
Employees to be fearful of others
Workplace morale to be reduced
When management knows about the problem it can be corrected
Discrimination, workplace harassment and sexual harassment must be
stopped!
18. Discrimination and Harassment Free Workplace
Why do employee’s hesitate to report discrimination,
workplace harassment and sexual harassment?
Answer
Fear of losing their job
Fear of retaliation
Fear of getting someone into trouble
Fear of disrupting the workplace
Fear of being accused of having no sense of humor
Fear of being embarrassed
Fear of feeling like “less of a man/woman”
Fear of not being believed. Discrimination and harassment are
generally subtle and inconspicuous.
19. Discrimination and Harassment Free Workplace
What can a supervisor do to help employees feel safe reporting
discrimination, workplace harassment and sexual harassment?
Answer
Set an example of respectful workplace behavior.
Have clear expectations that discrimination, workplace harassment and
sexual harassment are not tolerated.
Have a clear mechanism for reporting; including the ability to report to
another member of management should the supervisor be the accused.
Take immediate steps to stop inappropriate behavior or conduct as it occurs
or is reported.
Guard against retaliation.
Handle investigations as discretely and confidentially as possible.
Be sensitive to the feelings of all involved. It is not easy for the complainant,
the accused or anyone participating in an investigation.
20. Discrimination and Harassment Free Workplace
Once a complaint of discrimination,
workplace harassment or sexual
harassment is made, the agency must
promptly investigate the complaint.
Complaints are taken seriously and are
confidential to the extent possible.
Employees are expected to cooperate with
an investigation and keep information
regarding the investigation confidential.
21. Discrimination and Harassment Free Workplace
Scenario: An employee reports harassment to his/her supervisor
and says, “I don’t want you to do anything about this. I just want
you to listen and be aware of what is going on.”
How should the supervisor respond?
Answer
A supervisor cannot promise to “just listen and be aware.”
Once a supervisor receives a report of harassment or discrimination, a
supervisor has an obligation to take action.
In fact, a supervisor has the responsibility to ensure the integrity of the
workplace. A supervisor must exercise reasonable care to prevent and
promptly correct any discrimination, workplace harassment or sexual
harassment they know about or should know about.
22. Discrimination and Harassment Free Workplace
Scenario: A supervisor receives a report of sexual harassment.
The supervisor has seen such reports divide a workforce.
What advice would you give the supervisor to help minimize
disruption to the workplace?
Answer
Conduct an investigation discretely and quickly.
Caution all parties not to discuss the investigation.
Direct employees back to work who are talking about the accused or the
complainant in regards to the report.
Work to keep up morale in the office and ensure work is being accomplished.
Be proactive. Having established expectations in place that do not allow
gossiping and other non-productive or destructive activities is a preventative
measure a supervisor should take.
23. Discrimination and Harassment Free Workplace
How should an agency treat an employee accused of
discrimination, workplace harassment or sexual harassment?
Answer
An employee accused of discrimination, workplace harassment or sexual
harassment should be treated with professionalism and respect, as you
would any employee.
Just because an employee has been accused, does not mean the employee
is guilty.
The accused employee has a chance to defend him/herself and present
information and witnesses.
An agency must conduct a neutral investigation. Conclusions should not be
reached until the investigation is complete.
24. Discrimination and Harassment Free Workplace
Scenario: An employee filed a report of harassment with
her supervisor. After an investigation the agency did not
agree that harassment occurred. Because harassment was
not found, the employee worries that she will be disciplined.
Are the employee’s worries founded?
Answer
No. An employee will not be disciplined for making a report of what the
employee believes is harassment.
Harassment is a term often used for lack of a better way to describe
what an employee feels he/she is experiencing.
Sometimes an investigation will conclude that a particular behavior was
not harassment or discrimination but was inappropriate workplace
behavior.
25. Discrimination and Harassment Free Workplace
The complainant and the accused will be notified
individually when an investigation is concluded.
They will be told if any part of the complaint is
substantiated. The complainant will not be told
specifics of any action taken against the
accused.
Employees engaging in conduct in violation of
this policy may be subject to disciplinary action,
up to and including dismissal.
State temporary employees or volunteers
engaging in conduct in violation of this policy
may be subject to termination of their working or
volunteer relationship with the agency.
26. Discrimination and Harassment Free Workplace
An employee who harasses another employee because
of their protected class status, or sexually harasses
another employee, while away from the workplace and
outside of working hours, may be subject to the
provisions of this policy if that conduct has a negative
impact on the environment at work and/or working
relationships and/or the employer’s business.
Even consensual relationships can impact the work
environment when one party decides they no longer wish
to participate.
Supervisor/subordinate relationships can also impact the
work environment because of actual or perceived
preferential treatment.
27. Discrimination and Harassment Free Workplace
If a complaint involves the conduct of a
contracted employee or a contractor,
management will address the problem
behavior with the contractor and require
prompt, appropriate action.
If a complaint involves the conduct of a
client, customer, or visitor, the agency
should follow its own internal procedures
and take prompt, appropriate action.
28. Discrimination and Harassment Free Workplace
Scenario: A technician is contracted to maintain the office copy
machine. Each time the technician makes a service call the
technician tells a dirty joke. Some employees can’t wait for the
machine to break down, just so they can hear the latest joke.
Even though no employees have complained, what is the
supervisor’s responsibility?
Answer
The supervisor has an obligation to maintain the integrity of the office
environment.
The supervisor should direct the employees back to work.
Even though the technician is not an employee, the supervisor should tell the
technician to stop telling dirty jokes.
The supervisor should contact the company holding the contract and report
the behavior and request prompt corrective action.
29. Discrimination and Harassment Free Workplace
Retaliating against employees who file
complaints, participate in investigations, or
report observing discrimination, workplace
harassment or sexual harassment is
prohibited.
If an employee believes they have been
retaliated against, the employee should report
the retaliatory behavior to their supervisor,
another manager, or the agency Human
Resource section, Executive Director or chair.
Complaints of retaliation will be investigated
promptly.
RetaliationRetaliation
30. Discrimination and Harassment Free Workplace
Scenario: An investigation resulted in an employee being
disciplined for sexual harassment. The disciplined employee
was mad and encouraged others to shun those who participated
in the investigation. You have been asked to refuse to speak to
your coworkers who reported the employee’s behavior to the
supervisor.
What can you do?
Answer
Just as discrimination and harassment are prohibited, so is retaliation.
Refuse to participate in retaliation against your coworkers. The morale of the
staff has already been harmed. You do not want to contribute to further
problems.
Report this behavior to management.
31. Discrimination and Harassment Free Workplace
A Quiz (True or False)
Discrimination, workplace harassment and
sexual harassment can be illegal behavior.
True
Employment actions taken against employees that are
based on or because of an employee’s protected class
status are illegal, violating federal and state law.
Unwelcome, unwanted or offensive sexual advances or
requests for sexual favors which require submission in
exchange for employment action or inaction are illegal,
violating federal and state law.
32. Discrimination and Harassment Free Workplace
Harassment is limited to exchanges between men and
women.
False
Harassment can occur between men and women, women and
women, and men and men.
33. Discrimination and Harassment Free Workplace
Only a member of management has the power to eliminate
discrimination, workplace harassment and sexual
harassment in the workplace.
False
Only a supervisor/manager has the authority to discipline an employee
for engaging in discrimination, workplace harassment or sexual
harassment.
Employees at every level of the agency have the power to prevent and
eliminate discrimination, workplace harassment and sexual harassment
by:
Being a role model for appropriate workplace behavior;
Not engaging in it; and
Being comfortable enough to tell each other respectfully when they have
been offended.
34. Discrimination and Harassment Free Workplace
If I tell my manager I am being harassed my manager can
guarantee my name will be kept out of it.
False.
A manager receiving a report of harassment has an obligation to keep the
information as confidential as possible.
Human Resources and specific members of management may need to
have some or all of the information from your report.
In order for the accused to answer questions and defend him/herself,
he/she will need specifics.
Witnesses will be given limited information.
35. Discrimination and Harassment Free Workplace
Prevention is the most effective way to eliminate
discrimination, workplace harassment and sexual harassment
in the workplace.
True
Taking a proactive stance to create and maintain a respectful work
environment is the most effective way to prevent discrimination, workplace
harassment and sexual harassment.
This can be accomplished by:
Educating the workforce about discrimination, workplace harassment and
sexual harassment;
Having clear guidelines for reporting discrimination, workplace harassment
and sexual harassment; and
Making it clear that that discrimination, workplace harassment and sexual
harassment are prohibited and retaliating against someone for reporting is
prohibited.
36. Discrimination and Harassment Free Workplace
Together we must work to create
and maintain a work environment
that is free from discrimination,
workplace harassment and sexual
harassment.
End