Sexual Harassment Training 2018

1. Sexual Harassment Training 2018 Joanna Belle Gunderson Executive Inspector General for the Illinois Comptroller

2. Facts Approximately 90% of people who say they have experienced harassment will NEVER report it and/or NEVER speak with a supervisor, manager, or union representative about the harassing conduct. Harassment disrupts the entire workplace. Harassment hurts the employee and the employer. Harassment of any kind is not tolerated at the IOC.

3. What is Harassment? Harassment is defined as unwelcome conduct that is based on any of the following: *Race *Color *Religion *Sex or Gender (including pregnancy) *National Origin *Age (40 or older) *Disability *Genetic Information *Sexual Orientation

4. Types of Harassment? Harassing conduct may include, but is not limited to: *Offensive jokes *Epithets or Name Calling *Physical Assaults or Threats *Slurs *Intimidation *Ridicule or Mockery *Insults or “put-downs” *Offensive Objects or Pictures *Interference with Work Performance

5. Who is Involved? Who is the Harasser? • Supervisors (direct or indirect) • Co-Workers • Non-Employees (contractors, clients, vendors, etc.) Who is the Victim? • Any person affected by the conduct • A victim may not necessarily be the one being directly harassed

6. Unlawful! Conduct becomes harassment and is against the law when: • The conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, offensive or abusive. OR • Enduring the offensive conduct becomes a condition of continued employment. NOTE: Conduct can still violate IOC policies regardless of whether it meets the legal definition of unlawful harassment. Bullying is NOT tolerated and is a violation of IOC policies.

7. Forms of Harassment • Quid Pro Quo • Hostile Work Environment

8. Sexual Harassment Sexual harassment does always not have to be conduct or comments of a sexual nature. Includes offensive remarks about a person’s sex. The victim can be a member of the same sex as the harasser. Example: sexual harassment could include general, offensive, remarks about men/women made by a harasser of either sex.

9. Types of Sexual Harassment • Unwanted verbal or physical conduct of a sexual nature. • Unwelcome sexual advances. • Unwelcome requests for sexual favors. • Unwanted verbal or physical conduct directed at you because of your gender or sexual orientation.

10. Examples of Sexual Harassment Sexual Harassment can include, but is not limited to: • Verbal: name calling, whistling, jokes, comments about a person’s body, threats, pressuring someone to go on a date. • Written: explicit letters, emails, notes, graffiti, comments on social media. • Visual: explicit cartoons, photos, offensive t-shirts, licking one’s lips, blowing kisses, grabbing one’s own body parts. • Physical: touching, grabbing, pinching, groping, bumping, giving unwanted hugs or kisses.

11. What Should All IOC Employees Do? • Get Serious. It’s no joke!! • Don’t brush off offensive conduct. • If you see something, say something. • Speak up even if they are not directly being harassed. • Use IOC resources to help. Expectations of Complaints: • All complaints treated seriously & confidentially. • Never ignore an allegation. • Take appropriate action to stop harassment.

12. Supervisor Responsibilities • Encourage employees to speak up. • Monitor workplace behavior, enforce a respectful environment. • Let employees know you are a resource they can use to get help. • Quickly address potentially harassing conduct or actual incidents whenever you see or hear about them. Remember: YOU are a front line resource!

13. What Should I Do? • Respond to allegations immediately. Be sensitive. • Document, document, document!! Collect as much information as possible while it’s fresh in your mind. • If you believe there is Quid Pro Quo or Hostile Work Environment, report it immediately. • Take appropriate corrective action, follow-up. • If you are unsure of what steps to take, ask for help.

14. IOC Resources for Help • Joanna Belle Gunderson - Comptroller’s Executive Inspector General • Michele Cusumano - Human Resources Director • Javier Cazares - Equal Employment Opportunities Officer • Adam Alstott - Ethics Officer • John Gay - Chief Legal Counsel

15. Other Resources for Help U.S. Equal Employment Opportunity Commission www.eeoc.gov 800/669-4000 IL Department of Human Rights 535 W. Jefferson, 1st Floor Springfield, IL 62702 217/785-5100 or 100 W. Randolph St, 10th Floor Chicago, IL 60601 312/814-1436

16. Whistle Blowers are Protected By Law Definition of a Whistle Blower: • A person who exposes any kind of information or activity, within a public or private organization, that is deemed illegal, unethical, or not correct. Example: • An employee receives retaliatory conduct after a potential violation or law, rule, or policy is raised. The employee is protected from retaliation under Illinois law as a whistle blower.

17. Retaliation is Unlawful and Not Tolerated Definition: • Workplace retaliation occurs when an employer fires, demotes, harasses or otherwise “retaliates” against an individual for filing a charge of discrimination (or harassment), participating in a discrimination (or harassment) proceeding or otherwise opposing discrimination. Example: • After making a complaint, an employee is constantly criticized, ridiculed, ignored, or excluded from work related duties or activities. Retaliating or treated an employee differently after they complain about a violation of law, rule, or policy is not tolerated and is against the law.

18. Things to Remember: • Keep the lines of communication open. Ask for Help and Report Quid Pro Quo or Hostile Work Environment situations immediately. • YOU are a front line resource for reporting any type of inappropriate conduct, wrongdoing, or rule/policy violations - not just harassment. • Retaliation is illegal and will not be tolerated. Whistle Blowers are protected under Illinois law. • Training on Sexual Harassment will continue and is mandatory. All employees will be trained annually and all new employees will receive training within 30 days of hiring.

19. Questions?