With All Due Respect

With All Due Respect Promoting A Respectful Workplace

Course Agenda • Welcome & Introductions • Building Blocks Of Respect • Recognizing Harassment • Stop Workplace Harassment • Behaving In A Respectful Manner • Promoting A Respectful Workplace • Summary/Debrief

Course Objectives After Today’s Session, You Will Be Able To… • Familiarize Yourself With Policies & The Law • Recognize The Many Types Of Harassment • Examine Your Role In Preventing Harassment • Understand What Is Expected Of You • Learn Ways To Deal With Harassment • Foster A Respectful Work Environment

Pre-Assessment Quiz Let’s Take An Assessment To Check For Knowledge Please Refer To Your Workbook Page #25

With All Due Respect As You Watch The Video Take Note Of The Variety Of Different Types Of Harassment You Will Be Asked To Repeat This Before End of Workshop

Building Blocks The Respectful Workplace Appreciating Diversity Accepting Differences Equality

Respectful Workplace Equality The foundation of a respectful workplace. Accepting Differences We must learn to accept people who are different from us Appreciating Diversity We must learn to value people who are different from us The Respectful Workplace This is a place of mutual respect for all employees

Harassment In Our Workplace • Have you ever observed disrespectful or harassing behavior? • What did you do about it? • Stop harassment before it starts • What is our policy on harassment? • Who in our organization can help you with this?

Equal Employment Opportunity

Sexual Harassment Quid Pro Quo Sexual Harassment • A term meaning “this for that”, and refers to sexual harassment involving threats or rewards. • A quid pro quo charge occurs when a tangible employment decision, such as a pay increase, a promotion, or continued employment, is based on some form of unwanted sexual conduct. • This kind of sexual harassment can only be committed by supervisors, managers, or others in authority.

Condition Of One’s Employment Used For Employment Decisions Creates An Offensive Work Environment Sexual Harassment Unwelcome Sexual Advances, Requests For Sexual Favors, And Other Verbal Or Physical Conduct Of A Sexual Nature. Sexual Harassment Has Occurred If One Of The Following Three Criteria Is Met;

Hostile Work Environment • The most common kind of sexual harassment is called “hostile environment.” • This occurs when a co-worker, supervisor, or anyone else with whom the employee comes into contact with on the job, creates an abusive work environment or interferes with the employee’s work performance because of the victim’s gender.

Hostile Work Environment • Exists If The Following Can Be Shown; • Subject to a work environment in which there were sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature • That the conduct was unwelcome • That the conduct was severe or pervasive to alter the conditions of the victim’s employment and create an abusive working environment

Laws Governing Harassment • Title VII Of The Civil Rights Act Of 1964 Prohibits Discrimination Based On; • Race, Color, Religion, Sex Or National Origin. • Other Federal And State Laws Prohibit Further Types Of Discrimination Or Harassment, Such As: • The Age Discrimination In Employment Act Of 1967 • The Americans With Disabilities Act Of 1990

Marital status Sexual orientation Age Disability Any other characteristic protected by law Race Color National origin Citizenship Religion Gender Harassment Is… Verbal Or Physical Conduct That Denigrates Or Shows Hostility Or Aversion Toward An Individual Based On That Person’s: • Denigrate: To Belittle The Character Of; Defame. • Aversion: An Intense Dislike.

Harassing Conduct Is... • Abusive words or phrases, slurs or negative stereotyping • Threatening, intimidating or hostile acts • Put-down jokes • Written or graphic material that shows hostility or aversion to an individual or group

Whose Responsibility? • Source We need to make certain our actions promote respect & equality • Target If we are the target of disrespectful behavior, we need to let that person know • Observer If we observe it, it is our responsibility to stop it immediately • Person In Authority Any person in authority has a duty to stop harassing behavior

What is Expected Of Us? • Behave Respectfully Ourselves • Treat others with respect • Challenge Disrespectful Behavior • Do not participate, stop it • Report Harassment Immediately • Report any incidents to management

Promoting Respect What You Can Do… • Set a good example • Be familiar with procedures • Raise the subject with your employees • Let others know when their behavior is offensive • Do not participate in, but stop the behavior • Don’t allow offensive items to be in your area • Don’t place yourself in compromising situations • Never retaliate or allow retaliation

Performance Review • What Type Of Sexual Harassment Would This Be? • How Should The Subordinate Respond? • Should She Report The Incident? • Why Or Why Not?

More Than I Want To Know • What Is Wrong With Jeff’s Behavior? • What Should Jeff Do Now? • What Should Jan Do If Jeff Does Not Stop His Behavior?

The New Guy • Does It Matter What The New Guy’s Sexual Orientation Is When Determining Whether Or Not This IS Harassment? • How Would You Respond To This?

Special Delivery • Can Outside Vendors Sexually Harass Employees? • What Should The Receptionist Do In This Situation? • Assume The Receptionist Reports This To Her Supervisor, What Should Her Supervisor Do?

Wild Wild Web • Are These Men Aware Of The Impact They Have On Others? • What Is Their Impact On Others? • Does Their Intent Matter?

Believe It Or Not • Do Any Boundaries Exist Between Our Personal Religious Life & Our Work Life? • How About Political Affiliation?

Legal Review Of The Laws • Title VII of the Civil Rights Act of 1964 • Prohibits discrimination based on race, color, religion, sex, or national origin • Pregnancy Amendments To Title VII • This prohibits discrimination against females who are pregnant or suffering from pregnancy- related conditions. • Civil Rights Act of 1991 • Provides monetary damages in cases of intentional employment discrimination

Legal Review Of The Laws • Age Discrimination In Employment Act of 1967 • Prohibits employment discrimination against individuals who are age 40 or older • Americans with Disabilities Act of 1990 • Prohibits employment discrimination against qualified individuals with disabilities to employers with 15 or more employees

Legal Review Of The Laws • Health Insurance Portability and Accountability Act (HIPAA) of 1996 • Title I of HIPAA protects health insurance coverage for workers and their families when they change or lose their jobs. • Family Leave Medical Act (FMLA) of 1993 • Eligible employees may take up to 12 workweeks of leave during any 12-month period

Retaliation Is Illegal • Retaliation • An employer may not fire, demote, harass or otherwise "retaliate" against an individual for filing a charge of discrimination, participating in a discrimination proceeding, or otherwise opposing discrimination.

What Questions Do You Have?

With All Due Respect