SlideShare a Scribd company logo
Respectful Workplace:
Anti-Harassment Training
.
ogletreedeakins.com
Presented by:
Sarah J. Platt
© 2018, Ogletree, Deakins Nash, Smoak & Stewart, P.C.
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
www.ogletreedeakins.com 2
Everywhere We Look
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
www.ogletreedeakins.com 3
The Law Has Not Changed
 It has long been the employer’s obligation to
prevent harassment and discrimination
 Based on Gender, Age, Race, Sex, Religion, etc.
 It has long been the employer’s obligation to
take corrective action and halt the offending
conduct
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
www.ogletreedeakins.com 4
The Times Have Changed
 “Tipping point”
 “Sexual counter-revolution”
 “Cultural turning point”
 “Watershed moment”
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
www.ogletreedeakins.com 5
Why Now?
1991
1994-99
2012-15 June 2017
Sept. 19Feb. 2017 Oct. 5
July 2016 Oct. 2016
Oct. 15
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
www.ogletreedeakins.com 6
What Are Discrimination And
Harassment Under Law?
DISCRIMINATION
Making an adverse
employment decision on
the basis of a protected
characteristic
DISCRIMINATION
Making an adverse
employment decision on
the basis of a protected
characteristic
HARASSMENT
Creating a discriminatory
environment that is so
intimidating, hostile, or
offensive that it alters the
terms and conditions of
employment
HARASSMENT
Creating a discriminatory
environment that is so
intimidating, hostile, or
offensive that it alters the
terms and conditions of
employment
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
www.ogletreedeakins.com 7
Legally Protected Characteristics
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
www.ogletreedeakins.com 8
Sexual Harassment
 One form of discrimination
 Two ways it can happen
 Quid Pro Quo
 “Submission to or rejection of unwelcome sexual conduct is used
as the basis for employment decisions affecting that individual.”
 Hostile Environment
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
www.ogletreedeakins.com 9
Hostile Environment Harassment
 Unwelcome “conduct” (based on a legally
protected category) that
 Unreasonably interferes with an employee’s work
performance
 Creates an intimidating, hostile or offensive work
environment
 Is severe or pervasive
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
www.ogletreedeakins.com 10
What Is “Unwelcome?”
 “Unwelcome” conduct
 “No” means “NO!”
 It doesn’t matter if you didn’t mean for others to
hear or see you
 It doesn’t matter if no one complains in the
moment
 Laughter does not necessarily mean the behavior is
welcome
 Our intentions don’t matter
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
www.ogletreedeakins.com 11
Severe or Pervasive
 What is “severe”?
 Extreme words/actions
 Intentional, suggestive touching
 What does “pervasive” mean?
 More than a “slip of the tongue”
 More than once
 Legally, it is a “sliding scale”
 The more severe, the less pervasive it has to be
 The more pervasive, the less severe
 We want to prevent approaching either
category
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
www.ogletreedeakins.com 12
Before You Speak Or Act…
 Ask yourself the following:
 Would my spouse, child, or sibling like to be treated this
way?
 Would I say this around my spouse or children?
 Would I be comfortable seeing my behavior published in
the newspaper or on television?
 Could my behavior offend or hurt other members of my
work group?
 Could someone misinterpret my behavior as intentionally
harmful or harassing?
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
www.ogletreedeakins.com 13
What To Do If You Experience
Harassment
 Address issues early so they do not snowball
 Report to HR or to a trusted leader
 Use as much detail as possible
 Easier for the accused to deny or contradict vague or
broad allegations
 Detail helps tip the scales when making credibility
determinations
 If the company does not know, it cannot do anything,
and you will not have a legal claim
 Keep contemporaneous notes of events
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
www.ogletreedeakins.com 14
Bystander Intervention – You Can
Make A Difference
 “See something, say something”
 Ask the subject if he or she is okay
 If you are comfortable, communicate to the perpetrator
that the conduct is unacceptable
 Does not have to be confrontational, just enough to let
them know it is not ok
 “That wasn’t very funny,” “I think you made her uncomfortable,”
“come on, man”
 Report to Supervisor or HR
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
www.ogletreedeakins.com 151515
Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
www.ogletreedeakins.com 16
Sarah J. Platt
Ogletree Deakins
Pabst Boiler House
1243 North 10th
Street, Suite 200
Milwaukee, WI 53205
414-239-6416
sarah.platt@ogletree.com
www.ogletree.com
Thank You!

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Respectful Workplace: Anti-Harassment Training with Sarah Platt

  • 1. Respectful Workplace: Anti-Harassment Training . ogletreedeakins.com Presented by: Sarah J. Platt © 2018, Ogletree, Deakins Nash, Smoak & Stewart, P.C.
  • 2. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C. www.ogletreedeakins.com 2 Everywhere We Look
  • 3. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C. www.ogletreedeakins.com 3 The Law Has Not Changed  It has long been the employer’s obligation to prevent harassment and discrimination  Based on Gender, Age, Race, Sex, Religion, etc.  It has long been the employer’s obligation to take corrective action and halt the offending conduct
  • 4. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C. www.ogletreedeakins.com 4 The Times Have Changed  “Tipping point”  “Sexual counter-revolution”  “Cultural turning point”  “Watershed moment”
  • 5. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C. www.ogletreedeakins.com 5 Why Now? 1991 1994-99 2012-15 June 2017 Sept. 19Feb. 2017 Oct. 5 July 2016 Oct. 2016 Oct. 15
  • 6. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C. www.ogletreedeakins.com 6 What Are Discrimination And Harassment Under Law? DISCRIMINATION Making an adverse employment decision on the basis of a protected characteristic DISCRIMINATION Making an adverse employment decision on the basis of a protected characteristic HARASSMENT Creating a discriminatory environment that is so intimidating, hostile, or offensive that it alters the terms and conditions of employment HARASSMENT Creating a discriminatory environment that is so intimidating, hostile, or offensive that it alters the terms and conditions of employment
  • 7. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C. www.ogletreedeakins.com 7 Legally Protected Characteristics
  • 8. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C. www.ogletreedeakins.com 8 Sexual Harassment  One form of discrimination  Two ways it can happen  Quid Pro Quo  “Submission to or rejection of unwelcome sexual conduct is used as the basis for employment decisions affecting that individual.”  Hostile Environment
  • 9. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C. www.ogletreedeakins.com 9 Hostile Environment Harassment  Unwelcome “conduct” (based on a legally protected category) that  Unreasonably interferes with an employee’s work performance  Creates an intimidating, hostile or offensive work environment  Is severe or pervasive
  • 10. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C. www.ogletreedeakins.com 10 What Is “Unwelcome?”  “Unwelcome” conduct  “No” means “NO!”  It doesn’t matter if you didn’t mean for others to hear or see you  It doesn’t matter if no one complains in the moment  Laughter does not necessarily mean the behavior is welcome  Our intentions don’t matter
  • 11. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C. www.ogletreedeakins.com 11 Severe or Pervasive  What is “severe”?  Extreme words/actions  Intentional, suggestive touching  What does “pervasive” mean?  More than a “slip of the tongue”  More than once  Legally, it is a “sliding scale”  The more severe, the less pervasive it has to be  The more pervasive, the less severe  We want to prevent approaching either category
  • 12. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C. www.ogletreedeakins.com 12 Before You Speak Or Act…  Ask yourself the following:  Would my spouse, child, or sibling like to be treated this way?  Would I say this around my spouse or children?  Would I be comfortable seeing my behavior published in the newspaper or on television?  Could my behavior offend or hurt other members of my work group?  Could someone misinterpret my behavior as intentionally harmful or harassing?
  • 13. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C. www.ogletreedeakins.com 13 What To Do If You Experience Harassment  Address issues early so they do not snowball  Report to HR or to a trusted leader  Use as much detail as possible  Easier for the accused to deny or contradict vague or broad allegations  Detail helps tip the scales when making credibility determinations  If the company does not know, it cannot do anything, and you will not have a legal claim  Keep contemporaneous notes of events
  • 14. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C. www.ogletreedeakins.com 14 Bystander Intervention – You Can Make A Difference  “See something, say something”  Ask the subject if he or she is okay  If you are comfortable, communicate to the perpetrator that the conduct is unacceptable  Does not have to be confrontational, just enough to let them know it is not ok  “That wasn’t very funny,” “I think you made her uncomfortable,” “come on, man”  Report to Supervisor or HR
  • 15. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C. www.ogletreedeakins.com 151515
  • 16. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C. www.ogletreedeakins.com 16 Sarah J. Platt Ogletree Deakins Pabst Boiler House 1243 North 10th Street, Suite 200 Milwaukee, WI 53205 414-239-6416 sarah.platt@ogletree.com www.ogletree.com Thank You!

Editor's Notes

  1. What else can you be sued for: Allegations of harassment Allegations of retaliation Allegations of touching Inappropriate touching Verbal comments Written comments Emails, texts, social media Allegations of unfair training or bullying Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment. Sexual harassment can occur in a variety of circumstances, including but not limited to the following: The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex. 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 victim does not have to be the person harassed but could be anyone affected by the offensive conduct. Unlawful sexual harassment may occur without economic injury to or discharge of the victim. The harasser's conduct must be unwelcome. It is helpful for the victim to inform the harasser directly that the conduct is unwelcome and must stop. The victim should use any employer complaint mechanism or grievance system available. When investigating allegations of sexual harassment, EEOC looks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred. A determination on the allegations is made from the facts on a case-by-case basis. Prevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees that sexual harassment will not be tolerated. They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains. It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII.
  2. With sexual harassment now in the global spotlight as it has never been before, both the legislature and judiciary are beginning to respond to the national interest in this important workplace issue. Although it is still relatively early to conclude the overall impact of the “Weinstein” effect, we have already begun to see how the controversy may impact both the law and business operations. So it is time to prepare.
  3. There were two marker events in the 1990s. The first was Anita Hill’s testimony against then U.S. Supreme Court nominee Clarence Thomas, which shocked the country in 1991, and led to the doubling of EEOC complaints and a surge of women running for Congress. And the second was the sexual misconduct allegations against then President Bill Clinton in addition to the Monica Lewinsky scandal. Interestingly, we’re now seeing fresh scrutiny of Clinton’s behavior, with calls to revisit the former president’s history and the actions of those who shielded him. Then, moving to more recent times, I’d argue that “the Weinstein effect” was actually five years in the making, beginning with Ellen Pao’s gender discrimination lawsuit filed in 2012 against Kleiner Perkins. While unsuccessful, it served to condition the environment for Gretchen Carlson’s July 2016 allegations against Roger Ailes, then chairman and chief executive of Fox News. Carlson’s litigation marked the beginning of a shift in the nation’s response to charges of sexual harassment, forcing the resignation of Ailes. That a woman could take down a man of his power and stature emboldened more women to come forward and, importantly, more journalists to pursue rumors and whispers about Bill O’Reilly and Harvey Weinstein. Another very important moment involves the 2016 presidential campaign and sexual misconduct allegations against President Trump, who was caught in a now infamous tape bragging about his misdeeds. In February 2017, software engineer Susan Fowler’s blog post about sexual harassment and misconduct at Uber ignited an uproar, toppling CEO Travis Kalanick and unleashing a series of revelations about Silicon Valley that led to the ouster of several technology investors. As opposed to being vilified for coming forward, Fowler is now considered a celebrity in the business world, is working on a book, and has a Hollywood movie deal. And while Bill Cosby’s criminal trial ended in a mistrial due to a hung jury in June 2017, it certainly got the country’s attention given the sheer number of accusers who came forward and the consistency of their descriptions of his modus operandi. And it’s also important to note the District Attorney who prosecuted him was elected on a platform focused on empowering and vindicating Cosby’s victims. And perhaps it’s because we have spent five years talking about “leaning in” that the message in Ellen Pao’s newly released book has been so clearly received and validated. According to Pao, she did lean in, but leaning in doesn’t always work, and when that’s the case, Pao advocates “it’s time to blow the system up.” Which brings us to October 5…
  4. Harassment is a subset of discrimination.
  5. Harasser or victim can be male or female Do not have to be opposite sexes Can be a non-employee Can be someone who overhears comments and was not the target
  6. Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment. Sexual harassment can occur in a variety of circumstances, including but not limited to the following: The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex. 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 victim does not have to be the person harassed but could be anyone affected by the offensive conduct. Unlawful sexual harassment may occur without economic injury to or discharge of the victim. The harasser's conduct must be unwelcome. It is helpful for the victim to inform the harasser directly that the conduct is unwelcome and must stop. The victim should use any employer complaint mechanism or grievance system available. When investigating allegations of sexual harassment, EEOC looks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred. A determination on the allegations is made from the facts on a case-by-case basis. Prevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees that sexual harassment will not be tolerated. They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains. It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII.
  7. Law sets a high bar to establish harassment, conduct will likely violate the company policy long before it violates the law
  8. Please emphasize: - It doesn’t matter if you didn’t mean for others to hear or see you - Laughter does not necessarily mean the behavior is welcome - Our intentions don’t matter
  9. For men in the room, particularly those in leadership positions, you have tremendous power in this capacity. It is helpful for any bystander to speak up, but if it is a male leader, that sends a very important message to his peers. Not all “boys” want to be in the “club”