Welcome! Please be sure to take the Pre-Training Survey, “What Do I Know About Sexual Harassment?”, before continuing with the presentation. The survey can be accessed through the Human Resources Home Page on the Intranet. 1

The Pennsylvania Turnpike presents Sexual Harassment Awareness and Prevention 2

a few reminders: If you need to stop in the middle of the presentation, you will need to end the presentation. When you are ready to start again, you will have to start at the beginning of the presentation. 3

PRE-TRAINING SURVEY: QUESTIONS AND ANSWERS Please compare your answers to those given on the following pages. 4

Question/Answer #1 TRUE Sexual Harassment in the workplace is a form of workplace discrimination. TRUE Sexual harassment is illegal discrimination that creates an unpleasant, disrespectful, unfair work environment 5

Sexual Harassment is a violation of state and federal laws. Question/Answer #2 Sexual Harassment is a violation of state and federal laws. TRUE Sexual harassment is a violation of state law (PHRA) and federal law (Title VII). 6

Question/Answer #3 TRUE The PTC has a policy prohibiting sexual harassment that includes procedures on how to report harassment. TRUE 7

Question/Answer #4 TRUE The PTC’s policy on sexual harassment is found in Policy Letter 4.5 (pages 36-40), SEXUAL HARASSMENT AND SEXUAL DISCRIMINATION. TRUE This policy is available online. 8

Question/Answer #5 TRUE Any PTC employee, including but not limited to a manager, supervisor, or department head, who acts in violation of this policy shall be subject to discipline up to and including suspension or termination. TRUE 9

Question/Answer #6 FALSE If your intentions are good, your behavior cannot be considered sexual harassment. FALSE A harasser’s intent is irrelevant. Remember, it is the impact of the behavior that is important. 10

Question/Answer #7 FALSE If everyone else is okay with a co-worker’s behavior, you should just accept it, even if it offends you. FALSE You have the right to object to behavior no matter how many other co-workers find the behavior acceptable. 11

Asking a co-worker for a date is not sexual harassment. Question/Answer #8 Asking a co-worker for a date is not sexual harassment. TRUE Asking a co-worker for a date is not sexual harassment. However, if you repeat the behavior after being told that your attention is unwanted, it could be considered or become sexual harassment. 12

If you ignore sexual harassment, it will ultimately stop or go away. Question/Answer #9 If you ignore sexual harassment, it will ultimately stop or go away. FALSE Sexual harassment must be dealt with immediately. 13

Question/Answer #10 FALSE It is not important to tell someone to stop unwanted behavior because it usually doesn’t do any good. FALSE Telling someone that his/her behavior is unwanted or offensive is an important first step in stopping sexual harassment. It puts the person on notice and gives him/her the opportunity to change. 14

Horseplay cannot be considered sexual harassment. Question/Answer #11 Horseplay cannot be considered sexual harassment. FALSE The best way to make sure you don’t offend anyone is to keep all activities on a professional level, free of sexual content. Stick to business! 15

Question/Answer #12 TRUE All employees share responsibility for ensuring that the workplace is free from all forms of sexual harassment. TRUE All employees share equal responsibility in ensuring a professional and comfortable workplace. 16

Question/Answer #13 TRUE Men, as well as women, may be either the perpetrators or victims of sexual harassment. TRUE Sexual harassment on the job is not about sex; it is about unwanted abusive behavior. Women, as well as men, dish out discriminatory behavior. What’s more, men sexually harass other men and women sexually harass other women at work by subjecting them to constant sexual banter or challenging their masculinity/femininity. 17

Question/Answer #14 TRUE Sexual harassment may include actions by members of the opposite sex, as well as members of the employee’s own sex. TRUE 18

Question/Answer #15 FALSE Sexual harassment is only prohibited if it occurs in the workplace during working hours. FALSE Sexual harassment will not be tolerated in the workplace or in work-related settings, no matter the time or place it occurs. 19

Question/Answer #16 FALSE Sexual harassment complaints must be in writing before an investigation will be initiated. FALSE All allegations will be investigated in a prompt and confidential manner. The PTC will use its best efforts to prevent discussion of the information outside the investigation and will instruct parties involved in the investigation not to discuss the matter. 20

Question/Answer #17 TRUE PTC policy prohibits any form of retaliation against an employee who complains of sexual harassment or who cooperates in the complaint investigation. TRUE All employees shall be protected from coercion, intimidation, retaliation, interference or discrimination for filing a complaint or assisting in an investigation. 21

It’s time to Celebrate! Now that you’ve completed the survey, please continue with the presentation to learn as much as you can, so if you would have to take the quiz again, you’d get 100%. Enjoy! 22

A quick cartoon before we get to business… 23

Course Objectives: to define sexual harassment. to identify the types of sexual harassment. to identify behaviors that may be interpreted as sexual harassment in the workplace. to report sexual harassment pursuant to PTC policy. to identify strategies to prevent sexual harassment. 24

? What is Sexual Harassment Sexual harassment is a form of sex discrimination and is prohibited by: Title VII of the Civil Rights Act The Pennsylvania Human Relations Act The PTC Policy Letter 2.2 (Equal Opportunity) The PTC Policy Letter 4.5 (Sexual Harassment and Sexual Discrimination) 25

Sexual harassment is unwelcome: Sexual advances Requests for sexual favors Verbal, visual or physical conduct of a sexual nature Where submission to or rejection of such conduct: Is either explicitly or implicitly a term or condition of an individual’s employment. Is used as a basis for employment decisions affecting that individual. Has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive environment. 26

Evolution Definition The definition of sexual harassment now includes: Harassment by a female supervisor of a male subordinate Harassment by a supervisor of the same sex as the subordinate Harassment of employees such as clients, contractors, vendors, etc. Harassment based on a supervisor’s consensual relationship with another employee 27

Sexual Harassment is defined by the behavior’s result, not the intent. The victim defines what is desirable or offensive. Harassment victims should always clearly tell harassers that the behavior is unacceptable. If that doesn’t stop the harassment, the victim should report it according to PTC procedure. If the harassment victim is uncomfortable confronting the harasser, the victim should report the harassment to his or her immediate supervisor, unless the harasser is the supervisor. If the harasser is the supervisor, report the harassment to his/her supervisor or to Human Resources. It is illegal for employers to retaliate against employees who make sexual harassment claims or cooperate with such charges or lawsuits. 28

Harassment is generally defined by how the behavior is received. Harassment is unwanted, unwelcome behavior of a sexual nature. 29

30

Harassers or victims may be of the same sex or the opposite sex. There are many forms of Sexual Harassment ranging from One highly offensive incident A series of smaller incidents Physical: unwanted touching, kissing, rape Verbal: sexual threats, teasing, jokes, comments, requests for sexual favors, personal questions Nonverbal: lewd gestures, leering, circulating sexual printed materials Harassers or victims may be of the same sex or the opposite sex. 31

Non-Verbal Harassment Written Unwelcome suggestive, sexually explicit or obscene letters, notes, mails or invitations. Visual Sexually oriented gestures, display of sexually suggestive or derogatory objects, pictures, cartoons, posters or drawings. Looking a person up and down (“elevator eyes”) Physical Impeding or blocking movements, touching, patting, pinching, or any other unnecessary or unwanted physical contact Touching an employee’s hair, clothing or body. Brushing up against a person. 32

Verbal Harassment Derogatory, sexually explicit or offensive comments, epithets, slurs or jokes. Inappropriate comments about an individual’s body or sexual activities. Repeated unwelcome propositions or sexual flirtations. Direct or subtle pressure or repeated unwelcome requests for dates or sexual activities. 33

Types of Sexual Harassment Quid Pro Quo (This for that.) Promises a reward (job, promotion, raise) in exchange for sexual favors. Threatens a penalty (firing, bad review) if sexual advances are rejected Applies even if the threat or promise isn’t carried out and the victim doesn’t file a complaint 34

Types of Sexual Harassment cont. Hostile Work Environment Sexual behavior, comments or actions that unreasonably interfere with work or create an intimidating hostile or offensive work environment. Generally a single isolated incident is not enough to create a hostile work environment. However, a single unusually severe incident of harassment may create a hostile work environment, particularly when it is physical. The United States Supreme Court has stated that Title VII does not prohibit all verbal or physical harassment in the workplace. The Civil Rights Act only forbids “behavior so objectively offensive as to alter the conditions of the victim’s employment”. Simple teasing, off-hand comments and isolated incidents (unless extremely serious) will not rise to the level of altering the terms and conditions of employment. Applies to both sexes as victims and harassers and to opposite and same sex harassment. 35

Examples of Harassment that can create a hostile work environment: A group of employees make a point to tell sexual jokes to an employee who has clearly stated that such jokes are offensive. One employee continually leering at another employee and making comments about that person’s body. 36

Break Time! 37 (but don’t get your hopes up… it’s only for a few seconds) 37

Course Objectives 38

Procedures to Report Sexual Harassment Any employee who feels that he or she has been sexually harassed or discriminated against is encouraged to do the following: Step #1 Keep a record of: The employee(s) involved The time, date, and place of the incident(s) The nature of the alleged harassment or discrimination The identity of any witness(es) 39

Procedures to Report Sexual Harassment Step #2 Immediately bring the problem to the attention of your direct supervisor, unless the supervisor is the harasser. An employee may also report the problem directly to the Human Resources Department (Equal Opportunity/Training and Education). 40

After a Sexual Harassment complaint has been filed: Supervisory personnel will take all steps necessary to immediately address any alleged sexually harassing or discriminatory behavior by any of their subordinates. All complaints will be investigated in a timely and confidential manner. Investigation of a complaint will normally include conferring with the parties involved and any named or apparent witness(es). All employees shall be guaranteed a fair and impartial investigation. In no event will information concerning a complaint be released to a third party. The PTC will use its best efforts to prevent discussion of the information outside the investigation and will instruct parties involved not to discuss the matter. 41

Results If the investigation reveals that the complaint is valid, the Commission will address the policy violation in a timely manner and take appropriate disciplinary action necessary to prevent a recurrence, up to and including suspension or termination. 42

Alternative Actions If the employee who complains of sexual harassment or discrimination is dissatisfied with the response from his or her immediate supervisor, or if that supervisor is perceived to be involved in the sexually harassing or discriminatory behavior, the employee should bring the matter to the attention of the person who is next in line in the chain of command or to Equal Opportunity/Training & Education which will promptly investigate the complaint. 43

Complaints may be filed at: The Pennsylvania Turnpike Commission Human Resources Equal Opportunity/Training & Education P.O. Box 67676 Harrisburg, PA 17106 (717) 939-9551, x4241 44

Are you suffering from information overload yet? 45

Here's what you need- Even More Info! 46 The PTC Intranet Policy Manual Equal Opportunity (pages 9-13) Sexual Harassment (pages 36-40) The Equal Employment Opportunity Commission www.eeoc.gov (Sexual Harassment) The PA Human Relations Commission www.phrc.state.pa.us (Sexual Harassment) 46

Congrats- You made it through! Hope it wasn’t too painful, and that you learned a little in the process. And remember… Then you’ll do your part in helping to if you 47

48