WORKPLACE SEXUAL HARASSMENT THE A-SQUAD: WHITNEY, ABBEY, TAYLER, ANDRE

SEXUAL HARASSMENT FUNNY TUTORIAL

STATISTICS  1997 – 15,889 receipts of sexual harassment 2011 – 11, 364 receipts of sexual harassment (Sexual Harassment Charges EEOC & FEPAs Combined: FY 1997-FY 2011, 2011)  Although they have decreased, that does not mean that less sexual harassment is happening.  “AOL poll’s found…[that] only 5-15% of victims formally report problems of harassment to their employers or employment agencies such as the EEOC” (Ballman, 2011)

STATISTICS  54% have dealt with some form of sexual harassment in the past year.  79% of which were women  66% were not aware of any policies.  50.4% knew how to report it

SEXUAL HARASSMENT DEFINED Sexual Harassment is defined as any unwanted sexual advances or obscene remarks. Quid Pro Quo Hostile

TYPES  Verbal  Non Verbal  Physical  Visual  E-Harassment

WHEN SEXUAL HARASSMENT HAPPENS…  As soon as an employee feels they have been sexually harassed they should write down the details immediately.  Details should include dates, places, times, possible witnesses, and a detailed account of the incident.  If there were witnesses, ask them to write down what they saw and heard during the incident  This will establish concrete evidence.

HOW TO STOP SEXUAL HARASSMENT  Simply say no.  If the harassment doesn’t end promptly, [the victim] should write a letter asking the harasser to stop and keep a copy.  This establishes a clear position and record that the victim has confronted the harasser, and the harasser has been properly notified.

HOW TO REPORT SEXUAL HARASSMENT  If the harassment continues the employee should report the incident(s) to the human resource department or a supervisor.  You can also report this to the Iowa Civil Rights Commission or the Equal Employment Opportunity Commission.  Make sure to keep the harassment report in writing, and keep copies of everything. This will be used if the case is taken to trial.  Once reported an investigation will take place where witnesses, the victim, and the alleged harasser will be interviewed.  Once the investigation is over, corrective actions will be taken.

PREVENTION METHODS  Create and distribute a Sexual Harassment Policy  Employees need to be trained on policy and reporting  Managers express the importance of reporting

CASE SCENARIO #1 While at work, Nina frequently makes personal phone calls to her friends. Her conversations are loud and generously sprinkled with foul and obscene language. Her co-workers in nearby cubicles cannot help but overhear her conversations. Can Nina’s behavior be interpreted as sexually harassing? If no, explain why not. If yes, explain why.

CASE SCENARIO #2 Juan persists in asking his co-worker Maria out to dinner, even though she turns him down each and every time he requests a date. She has told him several times to stop asking. Juan’s behavior does not constitute sexual harassment, because sexual harassment may only occur between a male boss and a female subordinate. True or False? Explain why.

CASE SCENARIO #3 Alexander frequently tells off-color jokes during team meetings. Rhonda is very offended. She doesn’t think Alexander’s jokes are so funny. Alexander’s behavior is not sexual harassment because his jokes are all in fun and he does not intend to sexually harass anyone. True or False? Explain why.

CASE SCENARIO #4 Sondra has returned from maternity leave and needs to leave work promptly at 5 p.m. to pick up her child from daycare. Her boss is not happy about her early departure, but makes it clear to her that if she does something “extra” for him, it will be okay. It is clear to Sondra that something “extra” means something sexual and she is very uncomfortable with the situation. Do you think the boss’s behavior constitutes sexual harassment? Explain your answer.

ARE THE COMMENTS MADE ABOUT RITA CONSIDERED SEXUAL HARASSMENT OR JUST “GUYS BEING GUYS”??

CITATION "Workplace Sexual Harassment." aware. Aware, n.d. Web. 15 Oct "Historical Look at Women's Participation Rates In the Labor Work force.." Free by 50. Free By 50, Web. 15 Oct Sexual Harassment Charges EEOC & FEPAs Combined: FY FY (2011). Retrieved from U.S. Equal Employment Opportunities Commission: Ballman, D. (2011, June 16). Top 10 Things You Need to Know If You're Sexually Harassed at Work. Retrieved from Jobs.AOL: youre-sexually-harassed-at-work/