Presentation Transcript

1. What is Sexual Harassment Sexual harassment at work occurs when ever unwelcome sexual advances, requests for sexual favors, and other verbal or physical conducts of a sexual nature take place.
2. Two Types of Sexual Harassment The first type involves harassment that results in a tangible employment action. An example would be a supervisor who tells a subordinate that he or she must be sexually cooperative with the supervisor or he/she will be fired, and who then indeed does fire the subordinate for not submitting. A second type of unlawful sexual harassment is referred to as a hostile environment. A hostile environment is created by an unwelcomed sexual behavior or behavior directed at an employee because of that employee’s sex that is offensive, hostile and/or intimidating and that adversely affects that employee’s ability to do his/her job.
3. Sexual Harassment Includes Unfulfilled threats to impose a sexual quid pro quo Discussing sexual activities Unwanted sexual teasing, jokes, remarks, or questions Displaying sexually suggestive pictures Kissing sounds, howling, or whistling at someone Using indecent gestures Sabotaging the victims work Unwanted deliberate touching, cornering, or pinching Engaging in hostile physical conduct Granting job favors for those who participate in consensual sexual activity Using crude and offensive language
4. Not Necessarily Sexual The conduct constituting sexual harassment is not always sexual in nature. Suppose, for example, that men sabotage the work of a female co-worker because she is a woman. Even if the men do not engage in sexual behavior, their behavior is sexual harassment because the behavior is based on the woman’s gender.
5. The Do’s and Don’ts of SexualHarassment DON’T: Blame yourself for someone else’s behavior, unless it truly is inoffensive Choose to ignore the behavior, unless it truly is inoffensive Try to handle any severe or recurring harassment problem by yourself – get help DO: Admit that a problem exists Tell the offender specifically what you find offensive Tell the offender that his or her behavior is bothering you Say specifically what you want or don’t want to happen, such as “please call me by my name not Honey,” or “please don’t tell that kind of joke in front of me.”
6. Reporting Sexual Harassment Report the problem to your Supervisor or Human Resources Answer all questions completely, no matter how uncomfortable the details are it is important to be thorough. Expect to answer the following: The names of everyone who might have witnessed the offensive conduct The names of anyone who may also have been harassed When and where each incident occurred The reasons you did not report the incident earlier (if you have delayed at all) Your thoughts on what actions should be taken to remedy the situation
7. Confidentiality To the extent possible REACH/The Care Group will maintain the confidentiality of the reporting employee and the investigation but may need to disclose results in appropriate circumstances; for example, in order to protect individual safety. Investigation We take any case of Sexual Harassment very seriously and will conduct a full investigation into all complaints. These investigations will maintain confidentiality as much as possible as no employee should fear retribution for coming forward with a complaint.
8. Retaliation Retaliation occurs when an employer takes adverse action against a covered individual because he/she engaged in a protected activity. REACH/The Care Group will not fire, demote, harass or otherwise “retaliate” against an individual for filing a charge of discrimination, participating in an discrimination proceeding, or otherwise opposing discrimination.