This document provides information about sexual harassment training in the workplace. It begins by stating that while sexual harassment training is not federally required, many states mandate it and employers need to show they provide training to defend against lawsuits. It then defines sexual harassment as unwelcome sexual conduct that affects employment. There are two forms: quid pro quo, where favors are expected in return for benefits, and hostile work environment, involving abusive or intimidating behavior. The document outlines who can be involved in harassment and why prevention is important to comply with anti-discrimination laws and ensure employee respect and dignity.

1. Sexual Harassment in the Workplace

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Introduction
Sexual harassment training is not required under federal law.
However, many states have enacted legislation specifically
requiring sexual harassment training. Even if not required in a
state in which you operate, the Supreme Court's landmark
decisions in the 1998 Faragher and Ellerth sexual harassment
cases, subsequent court decisions and EEOC Guidelines make
it clear that sexual harassment training is essential. To raise a
defense or avoid punitive damages in sexual harassment
lawsuits, employers need to show that they have provided
periodic sexual harassment training to all employees.

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Objectives
At the close of this session, you will be able to:
• Explain what sexual harassment is.
• State why it is important to prevent sexual harassment in the workplace.
• Describe the general policy and procedures for responding and
reporting incidents of sexual harassment.
• Understand your responsibilities

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What is Sexual Harassment?
• Unwelcome sexual advances.
> Can be rude, abusive or intimidating behavior
• Requests for sexual favors.
• Other verbal or physical conduct of a sexual nature that affects
an individuals’ employment, unreasonably interferes with his/her
work performance, or creates an intimidating, hostile or
offensive work environment.

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Two Forms of Sexual Harassment
Two forms of sexual harassment:
• Quid Pro Quo
 (Latin for “this for that” or “something for something”)
 It is requests for sexual acts in return for favoritism in employment
• Hostile Work Environment
 behavior that creates a hostile, intimidating or offensive work
environment.

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Quid Pro Quo
• Tangible employment action against the victim.
• Involves monetary loss or change in job.
• Example: Mary Smith receives smaller pay increase based on
performance than other employees with similar performance
because she refused to go out with her supervisor, John Doe.

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Hostile Work Environment
• Speech or conduct that is severe and/or pervasive enough to
create an abusive or hostile work environment.
• Example: Mike Maloney is leering (elevator eyes) at and
intentionally brushing against Sally Davis.

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Hostile Work Environment (cont’d)
• In addition to speech and/or conduct, covers explicit or
suggestive items displayed in the workplace that interfere
with job performance or that create an abuse or hostile
work environment
 Example: Jill Jones has a 9” x 12” calendar of nude males on her
cubicle wall visible to passerby.

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Sexual Harassment: A Spectrum of Behavior Patterns

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Who can be involved in sexual harassment?
• Those who commit – employees at all levels, customers,
members of the same sex.
• Those who are targeted – victims, bystanders and, in some
cases, witnesses who are affected by the harassment.

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Questions? Comments?

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Why it’s Important
Why is it important to prevent sexual harassment in our
workplace?
• Sexual harassment harms us all. The most important part of any corporate
values is to ensure all employees are treated with respect and dignity.
Engaging in, condoning, or not reporting sexual harassment are in direct
conflict of these values.

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• Compliance with Title VII of the Civil Rights Act which prohibits
sex discrimination.
Title VII Civil RightsTitle VII Civil Rights ::
> It is the policy [SeeIt is the policy [See § 1614.101] of the U.S. Government to prohibit§ 1614.101] of the U.S. Government to prohibit
discrimination in employment because of:discrimination in employment because of:
• RaceRace
• ColorColor
• ReligionReligion
• SexSex
• National OriginNational Origin
• Age (40 and above)Age (40 and above)
• DisabilityDisability
• RetaliationRetaliation
• Sexual OrientationSexual Orientation
• Sexual harassment is illegal under federal and state laws.
Why it’s Important (cont’d)

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Questions? Comments?

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Your Responsibilities…in and out of the office
• SET THE TONE!
> Know and comply with policy and procedure
> “ZERO TOLERANCE” comprehension and support
• Recognize your obligation to create and preserve a work
environment free from sexual harassment
> Take immediate action
> Report incidents that you experience directly or witness
• Seek resolutions and document action(s) taken
• Treat each complaint seriously
• Support victims

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The ultimate measure of a man is not
where he stands in the moments of comfort
and convenience, but where he stands at
times of challenge and controversy
Dr. Martin Luther King Jr.

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References
• Society of Human Resource Management
• Nancy and Thomas McGinn, - Harassed-100 Women Define
Inappropriate Behavior in the Workplace
• Ginny Nicarthy, You Don’t Have to Take It! A Woman’s Guide to
Confronting Emotional Abuse at Work.
• Naomi Coffman, Ginny Gottlieb - The First Line of Defense – A
Guide to Protecting Yourself Against Sexual Harassment
• Mike Debelieux, Stopping Sexual Harassment Before it Starts