workplace environment preventing_sexual_harassment_(presentation_style)
TRANSCRIPT
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Preventing Sexual Harassment
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Legal Overview
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Legal Overview
The same principles apply to sexual harassment as to harassment on the basis of race, color, religion, national origin or other protected characteristics.
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EEOC’s Definition
• Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature
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EEOC’s Definition
• Submission or rejection of sexual advances used as a basis for employment decisions
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EEOC’s Definition
• Victim and harasser may be a woman or a man
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EEOC’s Definition
• Victim and harasser may be a woman or a man
• Harasser can be the victim’s supervisor, co-worker or nonemployee
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EEOC’s Definition
• Victim doesn’t have to be the person harassed
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EEOC’s Definition
• Victim doesn’t have to be the person harassed
• Unlawful sexual harassment may occur without economic injury
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EEOC’s Definition
• Victim doesn’t have to be the person harassed
• Unlawful sexual harassment may occur without economic injury
• Harasser’s conduct is unwelcome
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Prohibited Conduct
• Unwanted sexual advances
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Prohibited Conduct
• Unwanted sexual advances
• Demands for sexual favors
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Prohibited Conduct
• Unwanted sexual advances
• Demands for sexual favors
• Unwanted sexually oriented jokes or remarks
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Prohibited Conduct
• Verbal abuse of a sexual nature
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Prohibited Conduct
• Verbal abuse of a sexual nature
• Graphic verbal commentary
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Prohibited Conduct
• Verbal abuse of a sexual nature
• Graphic verbal commentary
• Display of sexually suggestive objects, pictures, posters or reading material
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Prohibited Conduct
• Coerced sexual act or assault
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Prohibited Conduct
• Coerced sexual act or assault
• Physical contact of a sexual nature
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Prohibited Conduct
• Coerced sexual act or assault
• Physical contact of a sexual nature
• Leering, whistling or gestures of a sexual nature
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Legal Overview
Commenting on the fact a person looks nice isn’t sexual harassment. However, it is if comments are frequent and make you feel uncomfortable.
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Hostile Work Environment
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Hostile Work Environment
If you’re being made uncomfortable in your work environment, or someone’s conduct is unwelcome, review your company policy.
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Hostile Work Environment
Contact your human resources department if you’re feeling uncomfortable or threatened.
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Hostile Work Environment
To be hostile, the work environment needs to be so offensive that it affects a reasonable person’s ability to work.
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Hostile Work Environment
Claimant must prove he or she has been subjected to unwelcome harassment.
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Hostile Work Environment
Claimant must prove the harassment was based on sex.
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Hostile Work Environment
Claimant must prove the harassment was sufficiently severe or pervasive.
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Hostile Work Environment
To be a violation of the law, the harassment has to be so bad that it gets in the way of a person’s ability to work.
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Hostile Work Environment
Sexual harassment case law requires the victim be subjected to continued, explicit propositions or offensive touching.
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Hostile Work Environment
The conduct must be sexual in nature.
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Hostile Work Environment
An employer may be liable for sexual harassment committed by a supervisor or co-worker of the same sex.
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Hostile Work Environment
Consensual relationships between supervisors and employees are not illegal, but may constitute poor judgment.
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Hostile Work Environment
What was once welcome can become unwelcome.
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Steps to Take If Harassed
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Steps to Take
1. Say no clearly.
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Steps to Take
1. Say no clearly.
2. Document the harassment.
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Steps to Take
1. Say no clearly.
2. Document the harassment.
3. Get emotional support.
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Steps to Take
1. Say no clearly.
2. Document the harassment.
3. Get emotional support.
4. Document your work.
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Steps to Take
5. Look for witnesses and other victims.
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Steps to Take
5. Look for witnesses and other victims.
6. Explore company policy.
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Steps to Take
5. Look for witnesses and other victims.
6. Explore company policy.
7. File a complaint.
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The Complaint Procedure
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Complaint Procedure
The complaint procedure gives the employer the opportunity to investigate and resolve the matter before it elevates to a legal matter.
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Complaint Procedure
Failure to utilize the complaint procedure may be used as evidence the alleged incidents didn’t occur and can relieve your employer of liability.
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Complaint Procedure
Your company’s harassment policy tells you to whom a claim should be reported and an alternate if circumstances warrant it.
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Complaint Procedure
Management will conduct a thorough investigation after the complaint is received.
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Complaint Procedure
The victim should directly inform the harasser that the conduct is unwelcome and must stop.
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Complaint Procedure
The company is on notice once an employee lodges a complaint and has an opportunity to stop it.
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The Investigation
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Investigation
The EEOC looks at the whole record when investigating sexual harassment allegations.
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Investigation
What the supervisor knows, the company knows.
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Investigation
Employers are charged with investigating complaints and taking prompt and effective remedial action.
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Investigation
Corrective action needs to be confidential.
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Effective Remedial Action
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Effective Remedial Action
• Severity of conduct
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Effective Remedial Action
• Severity of conduct
• Amount of proof obtained
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Effective Remedial Action
• Severity of conduct
• Amount of proof obtained
• Whether conduct is a first offense
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Effective Remedial Action
• Severity of conduct
• Amount of proof obtained
• Whether conduct is a first offense
• Cooperation of harasser
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Discipline
• Nondisciplinary counseling
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Discipline
• Nondisciplinary counseling
• An oral or written reprimand
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Discipline
• Nondisciplinary counseling
• An oral or written reprimand
• Probation or suspension without pay
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Discipline
• Nondisciplinary counseling
• An oral or written reprimand
• Probation or suspension without pay
• Transfer or demotion
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Discipline
• Nondisciplinary counseling
• An oral or written reprimand
• Probation or suspension without pay
• Transfer or demotion
• Discharge if sufficiently egregious
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Inconclusive Investigation
• Advising both parties of the results
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Inconclusive Investigation
• Advising both parties of the results
• Warning the alleged harasser against reprisal
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Inconclusive Investigation
• Advising both parties of the results
• Warning the alleged harasser against reprisal
• Conducting a follow-up
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Inconclusive Investigation
• Advising both parties of the results
• Warning the alleged harasser against reprisal
• Conducting a follow-up
• Documenting events
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Prevention
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Prevention
Review your company’s written harassment policy.
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“Golden Rule”
Treat people the way you want to be treated.
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“Platinum Rule”
Treat people the way they want to be treated.
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Prevention
If someone says they’re offended, apologize.
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Prevention
If someone apologizes, forgive him or her.
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Prevention
Communication is the key to creating a respectful workplace.
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Preventing Sexual Harassment