preventing workplace harassment - trupp hris harassment? conduct or any action based on a protected...

PREVENTINGWORKPLACE HARASSMENT:Understanding roles & responsibilities

Presented by Jean Roque© Trupp HR, Inc.

© Trupp HR, Inc. 2018

Jean RoqueAs the Founder and President of Trüpp, Jean has a passion for contributing to, and furthering the success of growing organizations. Her straightforward yet strategic approach focuses on delivering HR services that are tailored to the unique needs, risks, and business objectives of each organization while removing the complexity often associated with the HR function.

About TrüppTrüpp is a human resources company that supports small to mid-sized clients thrive by providing a full spectrum of HR services—including HR outsourcing and consulting services along with training and development solutions. Trüpp is ranked as one of Oregon & SW Washington’s 100 Fastest Growing Private Companies.

© Trupp HR, Inc.


WHAT is harassment?Conduct or any action based on a protected personal characteristic that is severe or pervasive enough to create a hostile, abusive, or intimidating work environment. May be sexual or non-sexual in nature.Two forms of harassment: Hostile work environment Quid pro quo

Harassing behavior may be considered: Bullying Abusive conduct

Retaliation When a person is targeted because they have asserted

their rights to a protected activity.© Trupp HR, Inc.


WHY is this a prevailing issue?

• Attention from media

• Empowered employees

• Enhanced enforcement

• Still an issue

© Trupp HR, Inc.


WHO is responsible for creatinga respectful workplace?

• Company

• Leadership

• Managers

• Employees

• Others

© Trupp HR, Inc.


Company

• Core values

• Company culture

• Employee policies

• Reporting mechanisms

© Trupp HR, Inc.


Leadership• Modeling core values

• Building company culture

• Enforcing company policies

• Encouraging use of resources

• Aligning talent and performance management

© Trupp HR, Inc.


Managers• Fostering respectful and inclusive work

environment

• Managing client and vendor relationships

• Setting the example

• Being approachable and unbiased

• Maintaining a pulse and awareness

© Trupp HR, Inc.


Employees• Following company policies

• Aligning with company values

• Treating others with respect

• Increasing awareness of self and others

• Equipping themselves to respond to inappropriate situations

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Others

• Board of Directors

• Independent Contractors

• Vendors

• Customers

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Roles of Harassment

TARGET

BYSTANDER

OFFENDER

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Target

• What happens when you are the target?

• How should you respond?

• How can you proactively equip yourself?

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What lessons can we learn?

• Agreements• Company protections• Policies• Accepted practices• Empowered employees• Impact to the business• Pay equity

© Trupp HR, Inc.


What actions should we take?• Executive sponsorship

• Managers representing the company values and policies

• Training and equipping both managers + employees

• Create a safe environment for employees

• Robust reporting mechanism and investigation process

• Timely handling of complaints + prompt action

© Trupp HR, Inc.


Jean Roque503.828.0255 | 855.TRUPPHR (855.878.7747)

[email protected]

QUESTIONS?

© Trupp HR, Inc.

mailto:[email protected]

https://www.trupphr.com/

preventing workplace harassment - trupp hris harassment? conduct or any action based on a protected...

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