Professor Tim Bentley
Director of Healthy Work Group
Associate Head of School of Management, Massey University
Private Bag 102904, Albany, Auckland 0745
t.bentley@massey.ac.nz
(Invited, Wednesday 26, Ilott Room, 3.50)
Professor Tim Bentley
Director of Healthy Work Group
Associate Head of School of Management, Massey University
Private Bag 102904, Albany, Auckland 0745
t.bentley@massey.ac.nz
(Invited, Wednesday 26, Ilott Room, 3.50)
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 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.
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.
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.
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.
Workplace Bullying is Everywhere - What HR Needs to KnowCareerminds
What HR Professionals Need to Know About Workplace Bullying
Workplace bullying, just like childhood bullying, is when individuals or groups intentionally humiliate another person. At school, the victim is another student. At work, it is another employee—and it may be more rampant than you think!
In 2012, the Workplace Bullying Institute conducted a survey about the prevalence of bullying in the workplace (http://www.workplacebullying.org/multi/pdf/WBI-2012-StrategiesEff.pdf). Fifty-eight percent of respondents reported being bullied currently, 39% reported having been bullied in the past, and 3% reported having witnessed workplace bullying. Most perpetrators (63%) and victims (79%) were women. Women bullies torment women in 89% of cases; men bully women in 63% of cases. Most of the bullies (75%) are bosses; 18% are coworkers or peers, and 7% are subordinates.
The effect of bullying can range from lower job satisfaction and health complaints to suicide. Stress is the most predominant health effect associated with bullying in the workplace and can result in an increase in the use of sick days or time off from work. Workplace bullying is also expensive: Author Robert Sutton reports that one company estimated annual losses of $160,000 from handling problems caused by one salesman’s bullying behaviors.
In this interactive online training program, participants will learn:
What employees can do if they are being bullied at work
What employers can do to create a zero tolerance toward workplace bullying
The benefits of addressing workplace bullying
How to manage real-life scenarios
ABOUT THE PRESENTER
Judy Lindenberger
President, The Lindenberger Group
Judy Lindenberger "gets" leadership. She is a certified career coach and HR consultant capable of coupling personal growth with professional development, which is why top companies and individuals invite her to work with them. Judy's background includes designing and facilitating the first-ever sexual harassment prevention training for federal government workers, leading the management training department for a major financial organization, and creating a highly successful, global mentoring program for a Fortune 500 company which won the national Athena Award for Mentoring for two consecutive years. Her work has appeared in the Wall Street Journal, Training and Development Magazine, and other publications. Judy holds an MBA in human resources and is based in New Jersey.
Five Steps to Prevent Abusive Conduct and Workplace BullyingAnderson-davis, Inc.
This checklist will assist you in writing a comprehensive abusive conduct policy and walk you through the key elements of an effective, engaging and interactive story-based anti-bullying/abusive conduct prevention training course.
The checklist provides excerpts of three definitions of abusive conduct, identifies what to include and what not to include, and euphemisms to avoid in an abusive conduct policy and its distribution. The list identifies the key elements of how to write a story-based and engaging abusive conduct prevention training course and topics to include, i.e., intervention, policy as a ‘living’ document, when supervisors should document and contact HR/EEO, four changes in CA law. It also notes the new Tennessee and California guidelines covering anti-bullying legislation and abusive conduct.
Important: Most of the policy and training checklists’ guidelines and suggestions also apply to writing a comprehensive anti-harassment policy and creating/vetting engaging and story-based harassment prevention and resolution training.
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 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.
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.
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.
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.
Workplace Bullying is Everywhere - What HR Needs to KnowCareerminds
What HR Professionals Need to Know About Workplace Bullying
Workplace bullying, just like childhood bullying, is when individuals or groups intentionally humiliate another person. At school, the victim is another student. At work, it is another employee—and it may be more rampant than you think!
In 2012, the Workplace Bullying Institute conducted a survey about the prevalence of bullying in the workplace (http://www.workplacebullying.org/multi/pdf/WBI-2012-StrategiesEff.pdf). Fifty-eight percent of respondents reported being bullied currently, 39% reported having been bullied in the past, and 3% reported having witnessed workplace bullying. Most perpetrators (63%) and victims (79%) were women. Women bullies torment women in 89% of cases; men bully women in 63% of cases. Most of the bullies (75%) are bosses; 18% are coworkers or peers, and 7% are subordinates.
The effect of bullying can range from lower job satisfaction and health complaints to suicide. Stress is the most predominant health effect associated with bullying in the workplace and can result in an increase in the use of sick days or time off from work. Workplace bullying is also expensive: Author Robert Sutton reports that one company estimated annual losses of $160,000 from handling problems caused by one salesman’s bullying behaviors.
In this interactive online training program, participants will learn:
What employees can do if they are being bullied at work
What employers can do to create a zero tolerance toward workplace bullying
The benefits of addressing workplace bullying
How to manage real-life scenarios
ABOUT THE PRESENTER
Judy Lindenberger
President, The Lindenberger Group
Judy Lindenberger "gets" leadership. She is a certified career coach and HR consultant capable of coupling personal growth with professional development, which is why top companies and individuals invite her to work with them. Judy's background includes designing and facilitating the first-ever sexual harassment prevention training for federal government workers, leading the management training department for a major financial organization, and creating a highly successful, global mentoring program for a Fortune 500 company which won the national Athena Award for Mentoring for two consecutive years. Her work has appeared in the Wall Street Journal, Training and Development Magazine, and other publications. Judy holds an MBA in human resources and is based in New Jersey.
Five Steps to Prevent Abusive Conduct and Workplace BullyingAnderson-davis, Inc.
This checklist will assist you in writing a comprehensive abusive conduct policy and walk you through the key elements of an effective, engaging and interactive story-based anti-bullying/abusive conduct prevention training course.
The checklist provides excerpts of three definitions of abusive conduct, identifies what to include and what not to include, and euphemisms to avoid in an abusive conduct policy and its distribution. The list identifies the key elements of how to write a story-based and engaging abusive conduct prevention training course and topics to include, i.e., intervention, policy as a ‘living’ document, when supervisors should document and contact HR/EEO, four changes in CA law. It also notes the new Tennessee and California guidelines covering anti-bullying legislation and abusive conduct.
Important: Most of the policy and training checklists’ guidelines and suggestions also apply to writing a comprehensive anti-harassment policy and creating/vetting engaging and story-based harassment prevention and resolution training.
The Impact of Workplace Bullying on Individuals with DisabilitiesKathleen Deery
Professional training seminar delivered online on behalf of Wisconsin Rehabilitation Association August 29, 2012. Approved for Continuing Education Credit by the Commission on Rehabilitation Counselor Certification (CRCC).
Emotional Intelligence:an Essentional Skill for Public ManagementShahid Hussain Raja
Explains the meaning of emotional intelligence,its need for a public servant and the varios steps he should take to create a congenial working environment for the subordinates
Prevent Disruptive Behaviors from Escalating at Work (brochure for leaders)Karen Clark Salinas
This brochure includes information about the Johns Hopkins Continuum of Disruptive Behaviors at Work, characteristics of tough bosses vs bully bosses, and how to get support from Safe at Hopkins.
Bulliying is a fact in where ever we go. Its a reality that oftentimes disregard as an infantile actions and way go unnoticed in the inward world of the bullied person. What is really the reality inside of a victim of bullying? What are the different kinds and categories of Bullying?
Timothy Dimoff talks about bullying behavior in the workplace, by employees and by supervisors. He explores what constitutes bullying behavior, including cyber-bullying and how bullying differs from harassment. He also gives practical guidance on how to differentiate between a tough management style and bullying, and examines the consequences of workplace bullying.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Attending a job Interview for B1 and B2 Englsih learnersErika906060
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.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
2. Everyone: Your name
Yellow: Where are you from?
Red: What is your trade/ or role & how long have you been
in construction?
Blue/Silver: What would you do if you won a $Million$?
Purple: What you like best about your job/trade?
Green: What is your favourite thing to do in your off time?
3. Respect each other
What happens in the
classroom…..
Phones (take it outside)
Contribute to the
conversation
One person speaks at a
time
Have Fun!
4. PARTNER:
“How can I help make this
successful?”
TOURIST:
“What can these people do
for me?”
PRISONER:
“Another meeting from which
there is no escape!”
Ways to Participate
5. What are the characteristics of a
respectful workplace?
6. A respectful workplace is one where all employees are
treated fairly, difference is acknowledged and valued,
communication is open and civil, conflict is addressed early
and there is a culture of empowerment and cooperation.
7. It supports a good mental health in the workplace
Holds people responsible for their actions
Fosters a workforce that embraces diversity
Improves working relationships
Improves problem-solving and conflict resolution
Increases productivity and engagement
Reduces workplace stress
Supports a workplace culture of fairness and equity
Source: https://blog.shepell.com/respect-in-the-workplace-why-its-important-and-how-we-can-help/
8. Recognize and value diversity
Value the contributions of all employees
Positive communication and collaboration (team work)
Equal & fair treatment to all
Listening to others
Willingly & sincerely apologize to a co-worker when something you say or do may
have offended them
Ensuring communication, feedback, and workload planning
Respectful workplace training
9.
10. Patterns of accepted behavior’ OR the things it’s OK to do here.
We need to let people know what is not accepted… How do we do that?
Family Pressure
Financial Pressure/ Punishment
Organizational Pressure/ Punishment
Social Pressure
Immediate Consequences drive behavior….
11. Harassment is a form of discrimination. It involves any unwanted physical or
verbal behavior that offends or humiliates you. Generally, harassment is a
behavior that persists over time. Serious one-time incidents can also sometimes be
considered harassment.
Comments or conduct that are abusive, offensive, demeaning or ought to be
reasonably known as unwelcome.
Can be intentional or unintentional.
It is not your intent, but the effect it has on another person that matters.
Source: Canadian Human Rights Commission
12. In groups list some examples of
disrespectful behavior, harassment and
discrimination.
13. Yelling, shouting and or using profanity
Intruding on a persons privacy by spying or
stalking
Constantly interrupting
Spreading malicious rumors or gossip
Name calling and or making fun
Sarcasm or Rolling eyes
Offensive jokes
Demeaning, belittling or humiliating
someone
Ignoring someone
Abuse of authority, undermining another’s
career
Unwelcome remarks, innuendoes or taunting
Racial or ethnic slurs, including derogatory
nicknames
Humiliation of staff in front of co-workers
Displaying or sending sexist, racist or other
offensive pictures or emails
Actual or threatened physical assault
Insulting gestures
Threatening or bullying
Texting about others
14. Employer to Employee (or potential employee)
Co-worker to co-worker
From a supervisor or from a subordinate
Man to Woman or Woman to Man
Man to Man or Woman to Woman
Comments about a persons friends or family
or relationships (ex: wife, girlfriend or child)
15. For all purposes of this Act, the prohibited grounds of discrimination
are race, national or ethnic origin, colour, religion, age, sex, sexual
orientation, marital status, family status, disability and conviction for
an offence for which a pardon has been granted or in respect of which
a record suspension has been ordered.
Where the ground of discrimination is pregnancy or child-birth, the
discrimination shall be deemed to be on the ground of sex.
16. What are the effects of harassment,
disrespect, discrimination and bullying
on the individual?
17. Physical Effects Social & Work Effects Psychological Effects
Sleep Disturbances Stress on Family Depression
Loss of Appetite Strained Relationships Panic & Anxiety
Illness Inability to Concentrate Frustration
Headaches Reduced Productivity Anger
Panic Attacks Increased Turnover PTSD (Post-traumatic stress)
Heart Palpitations Increased need for EFAP
programs
Loss of Confidence
Increased Demand on
Management to Deal with
Complications
Risk of Legal Action
19. A difference of opinion
Normal disagreements between co-workers
A manager following up on absences or deadlines
Legitimate feedback from a manager regarding work
Progressive discipline or disciplining employees appropriately
A hug between friends
Enforcing policies or rules (as long as it is done equally to all staff/workers)
1 single isolated remark or having an abrupt manner
20.
21. A form of harassment that involves any unwanted and unwelcome conduct, comment, gesture,
or contact of a sexual nature, whether one-time or on a continuous basis that:
• Might reasonably be expected to cause offense or humiliation
• Is known or ought to be reasonably known as unwelcome
• Is made to an individual by another individual where one individual is in positon to give a
benefit on or deny a benefit to, the individual to whom the solicitation is made, where the
individual who makes the solicitation or advance knows or reasonably ought to know that is
unwelcome
• Is a retaliation or threat of retaliation against an individual for rejecting a sexual advance
22.
23.
24. Comments that could ‘mentally’ hurt or isolate a person in the
workplace
It can involve physical contact as well
Involves repeated incidents or a pattern of behavior that is
intended to intimidate, offend, degrade or humiliate a person
or group of people
The assertion of power through aggression
It is often associated with other forms of harassment
25. Excluding or isolating someone socially
Undermining or deliberately impeding a person’s work
Removing areas of responsibility without cause
Assigning unreasonable duties or workload which are unfavorable to one person
(in any way that creates unnecessary pressure)
Establishing impossible deadlines
Underwork – creating a feeling of uselessness
Withholding necessary information or purposefully giving the wrong information
Bullying via electronic means (Ex: Facebook, text)
26.
27. Inappropriate physical contact or action,
or the threat of it
Behavior that would be interpreted by a
reasonable person as a substantial threat
to harm, or endanger the wellbeing of
another
If an individual has a personal
relationship with a worker, such as a
spouse or former spouse, or family
member who causes physical harm, or
threatens to physically harm that worker
at work, it is considered workplace
violence not domestic violence
28. Everyone’s!
Everyone deserves to put in a days work without having to worry about or deal with
harassment, discrimination, bullying and disrespect.
29.
30. Higher job satisfaction (good attitude)
People will not see your good qualities and accomplishments (bad attitude)
You may be the first to be considered for layoff (bad attitude)
If your work involves plenty of teamwork a poor attitude can cause a project to
fail
Positive leaders and coworkers are better able to motivate those around them
Positive employees are more likely to have the support of their employer
Positive work environments decrease turnover
You have a choice: Self-encouragement or self-defeat
31. Do not ignore it & you do not have to deal with it alone
Don’t blame yourself
Tell someone you trust
Assess the situation and if possible speak with the person respectfully (privately,
in person or in writing), if you need support ask for someone to accompany you
Keep written records of the events
If not resolved by speaking with the ‘respondent’ report the incident to:
Labour Relations or Human Resources
Safety Manager
You also may contact your Union (Shop Steward)
Foreman or Supervisor ***
32. If you see harassment/discrimination in progress, let the ‘respondent’ know this
behavior is not appropriate or acceptable
Offer the ‘target’ your support and encourage him or her to take action
Go with the ‘target’ speak with the ‘respondent’ or to a supervisor/LR
Keep detailed, factual records of any incidents you witness
Help the ‘target’ prepare to meet with or write to the bully
Workplace harassment is harmful behavior that neither you nor your employer
can afford to ignore
33. Keep your cool
Listen attentively to the concerns of the ‘target’
Be honest & seek an early resolution
If it is true, stop the harassing behavior
immediately
If it is not true, ask witnesses to speak on your
behalf
Prepare a written account of the events for HR or
LR
Be open to working with LR or HR to solve the issue
There may be nothing you can do until an
investigation takes place
You may want to inform your union what has
occurred (in confidence)
34. Meet with the ‘target’ as soon as possible
Objectively listen to what happened or has been happening
Ask if they want a formal complaint made or would they like try to address it with
the ‘respondent’
Have a formal conversation with HR/LR
A formal investigation will occur and all parties involved will give statements as well
as any witnesses (if taken to HR/LR)
After a thorough investigation a decision on how to proceed will be given
35. Jessica is a new apprentice that shows plenty of promise, she is also very attractive.
She has been on the job for 7 months earning her place on the crew and has the
respect of her peers for her hard work and motivation. Recently you notice that
Jessica has become interested in Joe. She is obviously flirting with him and often
makes sexual innuendoes when he is seriously speaking to her about work related
matters. You know that Joe is a happily married man, and you can sense that
Jessica’s flirtations and innuendoes are starting to make him uncomfortable. On top
of that people are starting to gossip that there might be something more to Jessica
and Joe than a work relationship. You know that it is not true as Joe is in your car
pool, and returns to his family every evening. Last night on the way home, Joe
confided in you that Jessica tried to kiss him while the two were alone but Joe told
her he was not interested. Joe is also very stressed that these false rumors may get
back to his wife. The next morning you notice Jessica’s behavior is even more
aggressive towards Joe.
What are Joe’s options?
As a committee member how can you help him?
Create a script/narrative on how to achieve the best outcome for everyone.
36. Tom has 25 years in the trade, but has only been with ABC company for 6 months. Most
of the crew know him from previous jobs and Union membership. Tom has a reputation
as a hot head as he gets upset with people often and very easily. Tom has been known to
be a bit of a bully, but no one has ever addressed Tom about his behavior.
Lucas is a 1st year apprentice, and just started working for ABC 2 weeks ago, he is in
Tom’s crew. Last week Tom has was seen yelling at Lucas and calling him stupid when
Lucas wasn’t familiar with the name of a tool. More recently Tom has been calling Lucas
‘dumb ass’ and ‘idiot’. He has also been sticking insulting names on Lucas’ hard hat and
coveralls. Lucas has become increasingly withdrawn, and as a committee member you
know you need to help Lucas out, but you also have a long working relationship with
Tom as you’ve worked on many other projects together.
What are your options?
What is your best solution?
Creative a narrative or script on how you would proceed.
39. CAHILL. (2015). Respectful Workplace Standard. Pp. 5-7.
CANADIAN CENTRE FOR OCCUPATIONAL HEALTH AND SAFETY. (2015). Harassment. Available at:
<http://www.ccohs.ca/healthyworkplaces/topics/harassment.html> (accessed 14thSeptember
CAREERADDICT.COM. (n.d.) Why Does Your Attitude Affect Your Workplace? Available at: <https://www.careeraddict.com/15294/why-does-your-attitude-affect-
your-workplace> (accessed 17th September, 2015).
GOVERNMENT OF CANADA. (2015). Is it Harassment? A Tool Guide to Employees. Available at: <http://www.tbs-sct.gc.ca/psm-fpfm/healthy-sain/prh/mibh-sjh-
eng.asp#c7>
GOVERNMENT OF CANADA. (2015). OSH Answers Fact Sheets: Violence in the Workplace. Available at:
http://www.ccohs.ca/oshanswers/psychosocial/violence.html> (accessed 11th September, 2015).
GOVERNMENT OF CANADA. (2015). OSH Answers Fact Sheets: Bullying in the Workplace. Available at:
<http://www.ccohs.ca/oshanswers/psychosocial/bullying.html>(accessed 11th September, 2015).
HALIFAX REGIONAL SCHOOL BOARD. (2007). Working Together for Respectful Workplaces: A Handbook for Preventing & Responding to Workplace
Harassment. <www.hrsb.ca/sites/default/files/hrsb/.../pdf/...2007/apr/07-04-1031.pdf> (accessed 12th September, 2015).
NORTHWEST TERRITORIES HUMAN RESOURCES. (2013). A Guide to Applying the Harassment Free and Respectful Workplace Policy.
<http://www.hr.gov.nt.ca/sites/default/files/guidetoapplyingtheharassmentfreeandrespectfulworkplacepolicy_v4_april_2014.pdf> (accessed 15th September, 2015).
WESTERN HEALTH. (2009). Respect and Your Role. [PowerPoint slides]. Available at:
<https://westernhealth.nl.ca/.../EAP/Respectful%20Workplace%20Presentation.ppt> (accessed 15th September, 2015).
GOVERNMENT OF NEWFOUNDLAND AND LABRADOR: PUBLIC SERVICE SECRETATIAT. (n.d.). Maintaining a Harassment & Discrimination Free
Workplace. Available at: www.exec.gov.nl.ca/exec/pss/working_with_us/policies.html (accessed 11th September, 2015).
SUCCESS MAGAZINE. (2009). Why Your Attitude is Everything. Available at: <https://www.success.com/article/why-your-attitude-is-everything> (accessed 17th
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