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Harassment Training - www.fiver.com/dennynugroho
This document provides an overview of harassment training. It defines illegal harassment as unwelcome conduct based on protected personal characteristics like race, sex, or disability that creates a hostile work environment. There are two types of harassment: quid pro quo, where employment decisions are tied to sexual favors, and hostile environment, involving unwelcome sexual or offensive behaviors. Conduct must be both subjectively and objectively abusive to constitute harassment. The training instructs employees to avoid inappropriate behaviors, report any instances of harassment, and know the organization's anti-harassment policy. Supervisors are responsible for addressing complaints and preventing a hostile work environment.
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Harassment Training - www.fiver.com/dennynugroho
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- 2. Protected Personal Characteristics InEmployment Race Color Creed Religion National Origin Age Sex/Pregnancy Sexual Orientation Gender Identity Physical Disability Mental Disability Retaliation
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- 5. Definition of IllegalHarassment
- 6. Types of Harassment QuidPro Quo & Hostile Environment
- 7. When employment decisions or expectationsare based on an employee’s willingness to grant or deny sexual favors or willingness to submit to unwelcome behavior. 2 1 Quid Pro Quo “This for that”
- 8. Examples of QuidPro Quo:
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- 10. Behaviors that canbe unwelcome and/or sexual in nature
- 11. Same-Sex Sexual Harassment TheU.S. Supreme Court ruled that samesex sexual harassment is a form of sex discrimination under Title VII of the Civil Rights Act of 1964.
- 12. Behaviors that areNOT Sexual Harassment
- 13. Behaviors that areNOT Sexual Harassment Welcomed and NOT sexual in nature Voluntary lunch or dinner dates – asking a coworker to have lunch or dinner Appropriate compliments – telling a person that his or her outfit is nice Acts of courtesy – opening the door for someone
- 14. Unwelcomeness In order tobe “unwelcome” the conduct must be both: Actually offensive to the victim and Not solicited or invited by the victim If the conduct is welcomed, then: The conduct cannot be considered when deciding if there was an abusive environment.
- 15. Unwelcomeness In order tobe “unwelcome” the conduct must be both: Actually offensive to the victim and Not solicited or invited by the victim If the conduct is welcomed, then: The conduct cannot be considered when deciding if there was an abusive environment.
- 16. Unwelcomeness Evidence that thevictim found the conduct unwelcome includes: The victim told the harasser to stop. The victim moved away when the behavior occurred or looked away from the harasser when the joke was told. The victim met the joke with a prolonged stony silence.
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- 19. Abusiveness The requirement of an abusivejob environment is broken into three parts: Subjectively abusive Objectively abusive Part of the job environment
- 20. Abusiveness A job environmentis subjectively abusive if the Complainant actually believes it is abusive.
- 21. Abusiveness A job environmentis objectively abusive if a reasonable person would find the environment abusive.
- 22. Abusiveness Frequency & Severityof the harassment are the most important factors. They add together to make how bad the environment is. If it is bad enough it is “abusive”. As the severity goes up the frequency needed goes down.
- 23. Is it Harassment? Whenin doubt about the appropriateness of particular behavior consider the following: • Would I behave this same way if my mother or child were standing next to me?
- 24. Is it Harassment? Whenin doubt about the appropriateness of particular behavior consider the following: • Would I behave this same way if my mother or child were standing next to me? • Would I want my behavior to be the subject of a report on the evening news?
- 25. Is it Harassment? Whenin doubt about the appropriateness of particular behavior consider the following: • Would I behave this same way if my mother or child were standing next to me? • Would I want my behavior to be the subject of a report on the evening news? • Would I want to describe my behavior in court in front of a judge or jury?
- 26. What is theEmployee’s Responsibility? Understand • Know company policy and the law • Adhere to policy and the law • Be careful Be Watchful • Pay attention to coworkers- avoid inadvertent offense • Look for subtle forms of harassment • Report any instances Be active • Confront Harassers directly, if you are comfortable doing so • If confrontation fails, file a grievance • Document ALL instances- detail Detail DETAIL!
- 27. What can Youdo? Practical Advice for Employees Be courteous • Pleasantries are always allowed • Remember, jokes that end with “If they weren’t watermelons, what were they?” aren’t funny to everyone. • Reference the Golden Rule Think! • Don’t tweak “brittle” people for sport • Try to avoid loaded words; you’re intelligent enough to express displeasure without the “F” word • Ask yourself (or others): Am I offending anyone? Be Professional • Keep your personal life personal, and your work life professional • Treat other employees, above and below you, with respect
- 28. Employee Responsibilities and thepublic Employees who deal directly with customers, the public or with personnel from other organizations, must always ensure that their own behavior is acceptable. They are also strongly encouraged to report incidents of unwelcome behavior by others. You do not have to tolerate unwelcome behavior by the public, but like everyone else, you must act responsibly when dealing with unwelcome conduct.
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- 30. REVIEW Definition of sexualand general harassment Types of harassment You and your organization’s responsibility The organization’s policy What to do when harassment occurs Liability
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Editor's Notes
- #2 Attach is my powerpoint. The colors should be blue and red