Harassment Prevention

1. Harassment Prevention

2. Objectives • Understand why harassment prevention is important • Define types of harassment and their consequences • Recognize and prevent harassment • Respond to harassment if it occurs • Adhere to and enforce the Convergys’ policy against harassment Revised July 2013 Convergys Confidential & Proprietary

3. Importance • It’s the right thing to do • We value our employees and commit to an environment where we treat each other with respect, recognize excellence and challenge each individual to grow personally and professionally. • We value the unique combination of qualities and contributions that each individual brings to the workplace. • It’s the law • It damages public image • It’s costly Unparalleled Client Satisfaction Teamwork Respect for the Individual Developing People Diversity Shareowner's Trust Corporate Citizenship Integrity Revised July 2013 Convergys Confidential & Proprietary

4. Definition Harassment Any unwelcome verbal or physical conduct implicating a protected status (including race, color, creed, or other legally protected status) and may be viewed as harassment if such conduct has the purpose or effect of interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment Revised July 2013 Convergys Confidential & Proprietary

5. Definition Sexual Harassment Unwelcome sexual advances and/or requests for sexual favors and/or other verbal or physical conduct of a sexual nature. Examples may include, but are not limited to, unwelcome conduct such as: flirtations, advances, verbal comments of a sexual nature, unnecessary touching of an individual, displays of sexually suggestive materials Revised July 2013 Convergys Confidential & Proprietary

6. What is Prohibited? • Race • Color • National origin • Citizenship • Religion • Gender • Sex • Sexual orientation • Age • Marital status • Pregnancy • Disability Revised July 2013 Convergys Confidential & Proprietary

7. Race, Color, and National Origin • Disparaging labels • Jokes • Stereotypes • Comments regarding Accent or manner of speaking Revised July 2013 Convergys Confidential & Proprietary

8. Religion • Comments regarding attire or practices • Asking about religious affiliation • Pressure to participate in religious events or holiday activities Revised July 2013 Convergys Confidential & Proprietary

9. Jokes about someone looking masculine or feminine Stereotypes about gender Comments regarding sexual orientation Questions regarding HIV status Gender, Sex, and Sexual Orientation Revised July 2013 Convergys Confidential & Proprietary

10. Jokes Comments Stereotypes linked to age Questions regarding retirement Age Revised July 2013 Convergys Confidential & Proprietary

11. Jokes Stereotypes Comments about being either single or married Comments regarding pregnancy or plans for pregnancy Efforts to not hire, not reinstate, or fire employee Marital Status and Pregnancy Revised July 2013 Convergys Confidential & Proprietary

12. Comments regarding someone looking or acting disabled Remember, disabilities can be visible or not visible Disability Revised July 2013 Convergys Confidential & Proprietary

13. What is Sexual Harassment? Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment Revised July 2013 Convergys Confidential & Proprietary

14. Victim and/or harasser may be a woman or a man Victim does not have to be of the opposite sex Harasser can be Victim's supervisor Third-party client or vendor Supervisor in another area Co-worker Non-employee Victim does not have to be the person harassed but could be anyone affected by the offensive conduct It may occur without economic injury to or discharge of the victim Conduct must be unwelcome What is Sexual Harassment? Revised July 2013 Convergys Confidential & Proprietary

15. Quid Pro Quo • This for That • Occurs when an individual's submission to or rejection of sexual advances or conduct of a sexual nature is used as the basis for employment decisions affecting the individual or the individual's submission to such conduct is made a term or condition of employment. • Threat of economic loss • A single sexual advance may constitute harassment • Courts have held employers strictly liable • A subordinate who submits and then changes her or his mind and refuses can still bring quid pro quo sexual harassment charges Revised July 2013 Convergys Confidential & Proprietary

16. Convergys Policy Dating, request for dates and/or personal relationships between management and persons within their scope of influence are prohibited. In addition, the behavior defined above is prohibited between a Convergys employee and our clients’ employees. Management is defined as all exempt positions to include Manager, Supervisor, Trainer, Director and above. Scope of influence includes the ability to affect salary, promotional status, performance appraisal content, project assignment, etc. If you are unsure if you fall within the scope of influence of another person, contact human resources for clarification. Revised July 2013 Convergys Confidential & Proprietary

17. Advice For Supervisors • Should not date or have sex with people within their scope of influence • Can never be sure if the behavior is welcome, because employees may feel pressure to keep their jobs Revised July 2013 Convergys Confidential & Proprietary

18. Hostile Work Environment Unwelcome verbal, visual, or physical conduct that unreasonably interferes with an employee’s work performance Offensive Language Flirtations Inappropriate Touching Jokes Revised July 2013 Convergys Confidential & Proprietary

19. All employees can commit Employer is responsible for non-employees Failure to stop repetition may result in liability Supervisory even if no one knew Coworker if company knew or should have known Individual personally liable Hostile Work Environment Revised July 2013 Convergys Confidential & Proprietary

20. Verbal comments regarding physical attributes Sexual jokes Sexual names Discussion of pornographic movies Discussions of fantasies or experiences Sexual comments Repeatedly asking someone out Examples of Sexual Harassment Revised July 2013 Convergys Confidential & Proprietary

21. Visual Harassment • 30% had disciplined employees for Internet use unrelated to work, and 20% had fired employees for same • 18% had disciplined employees for sending excessive personal e-mails at work and/or using instant messaging for matters unrelated to work Revised July 2013 Convergys Confidential & Proprietary

22. Third Party Harassment Third Party Harassment is when an employee who is not the target of the harassment witnesses the visual, verbal or physical harassment Revised July 2013 Convergys Confidential & Proprietary

23. Supervisor Behaviors Supervisors are responsible for behavior at • Work • Business trips • Holiday parties and picnics • Happy hours after work • ANY Company-sponsored or company-related function • Text Messages • FaceBook, etc • Please see the Social Media Policy on the portal Revised July 2013 Convergys Confidential & Proprietary

24. Retaliation • Dismissal • Demotion or transfer • Negative evaluation • Changing tasks or assignments as a form of punishment Revised July 2013 Convergys Confidential & Proprietary

25. The person being harassed must complain If the victim asks you to do nothing, you are free to do nothing If the victim refuses to cooperate, you are free to do nothing If the victim engages in the same conduct, you cannot be liable If It’s happening in someone else’s department, it’s not your responsibility Common Misperceptions Revised July 2013 Convergys Confidential & Proprietary

26. Consider telling the offender that you are uncomfortable, and you want the behavior to stop Maintain a record of the incident, the meeting and any response to the request Who? What happened? Did it happen more than once? Where did the incident occur? When did the incident occur? How? Any witnesses? What To Do If It Happens to You • You may bypass dialogue and proceed directly to filing a formal written complaint • Speak to or submit a statement in writing to the attention of your Manager or to a Human Resources or Employee Relations representative • The Human Resources or Employee Relations representative will investigate and decide on the appropriate remedy Revised July 2013 Convergys Confidential & Proprietary

27. Supervisor’s Response to a Complaint • Remain objective and neutral • Assure complainant that company does not condone harassment and discrimination and will take appropriate action • Inform Human Resources immediately • Refrain from discussing the matter • Assist in investigation and response if requested Revised July 2013 Convergys Confidential & Proprietary

28. Put employee at ease Take every issue seriously Make it private Be considerate Listen to the issue Refer to Human Resources Refrain from discussing Do not agree that you will keep everything confidential Give the name and phone number Do not express an opinion Contact Human Resources as a follow-up Do not document in the employee’s file Assist if requested Tips Revised July 2013 Convergys Confidential & Proprietary

29. Interview accuser and accused Identify witnesses and documents Maintain confidentiality to the extent possible Take appropriate corrective action Take steps to prevent retaliation HR’s Response To A Complaint Revised July 2013 Convergys Confidential & Proprietary

30. Make the employees whole Prevent misconduct from recurring Remedies Revised July 2013 Convergys Confidential & Proprietary

31. Employees Who Report Harassment • Losing Their Jobs • Bad Evaluations • Negative Job References • Being Labeled a “Troublemaker” Revised July 2013 Convergys Confidential & Proprietary

32. Convergys Responsibilities • Take steps to stop the harassment and prevent retaliation • Ensure that disciplinary measures should be proportional to the seriousness of the offense • Correct harassment that is clearly unwelcome regardless of whether a complaint is filed • Ensure that its supervisors and managers understand their responsibilities • Keep records of harassment complaints Revised July 2013 Convergys Confidential & Proprietary

33. Participate in harassment prevention training Know the harassment policy and complaint procedures Contribute to the maintenance of a harassment-free work environment Take a a visual and auditory inspection of workplace Contact Human Resources if you observe behavior you believe is harassing Monitor workplace to assure harassment has stopped and no retaliation Supervisor’s Responsibility Revised July 2013 Convergys Confidential & Proprietary

34. Finally . . . Would you be acting like this or saying this if you knew someone was watching? Would you be acting this way if your significant other were standing next to you? Is the flirtation, joking, or teasing you’re engaged in worth a six-figure lawsuit? Revised July 2013 Convergys Confidential & Proprietary