1. Sexual Harassment is Not OK
Fall 2013 In-Service
Kim Rogers, PHR

2. Introduction

3. Agenda What is Harassment Facts about Sexual Harassment
Words are not harmless
Behaviors have consequences
Inappropriate verbal and non-verbal conduct
Unacceptable physical conduct
Your responsibility
Rend Lake’s responsibility

4. Harassment Statement
The college does not condone any discriminatory practices nor does it condone harassment on the basis of race, color, religion, sex, national origin, age (to the extent prohibited by law), sexual orientation, genetic information, disability, military status or victims of domestic violence. Any employee who violates the college’s policies will be subject to disciplinary action.

5. Definition of Harassment
Continued unwanted and annoying actions of one person toward another person which may or may not include threats or demands. Purposes behind the harassing behavior varies from intentional intimidation to unintentional ignorance. Regardless of the reason behind harassment, the law strictly prohibits it in the workplace environment.

6. Facts about sexual harassment
Is never harmless, and therefore never welcome
Does not occur because victims “ask” for it in some way
Frequently occurs behind closed doors and is not often witnessed by others
Does not go away if ignored and may actually be perceived as agreement or encouragement
May be perceived as “voluntary” submission to sexual overtures when reality the individual is just “going along” because of fear of losing his or her job or suffering some other form of retaliation

7. Additional Facts
The most common form of sexual harassment occurs when a supervisor uses his or her position of authority to demand sexual favors; however, sexual harassment can also occur between coworkers.
Sexual harassment can be between men and women or between people of the same sex.
Sometimes inappropriate consensual behavior can create a hostile work environment for the people around you—so be respectful of those around you.

8. Words are not harmless You should not:
Engage in ridicule or offensive joking
Make demeaning or suggestive remarks
Request dates or proposition for sex
Refer to sexual activities or body parts
Display obscene or derogatory messages
Catcall, whistle or use profanity

9. Behaviors have consequences
You should not:
Touch or make physical contact if unnecessary
Make suggestive or obscene gestures
Stare or leer
Create or display sexual pictures
Send sexually explicit texts or s

10. Be mindful of verbal conduct
Verbal conduct that is unacceptable includes:
Making comments, compliments or jokes based on sex
Addressing a person’s clothing, personal behavior or body
Making sexual advances, propositions or suggestions
Using terms of endearment repeatedly or insincerely
Sharing rumors of a personal or sexual nature
Bragging about sexual exploits or offering sexual advice

11. Unacceptable non-verbal conduct
Non-verbal conduct that is unacceptable includes:
Sexual or obscene gestures or facial expressions
Display of sexually suggestive objects, pictures, art, cartoons, posters and even personal photographs
Electronic bulletin boards, computer graphics, s or texts that contain sexual content
Excessive attention in the form of letters, close contact or gifts

12. Unacceptable Physical Conduct
Physical conduct that is off limits include:
Touching, massaging or grabbing
Kissing, hugging, patting, stroking or fondling
Impeding or blocking movements, following or stalking
Abuse of sexual nature
Assault

13. Employee Responsibilities
Every employee is obligated to act appropriately in the workplace and not violate the rights of other employees. That can be done by:
Knowing the employer’s policy on sexual harassment
Treating others with respect
Avoiding situations that involve actual or apparent harassment
Communicating, immediately and clearly, that the behavior is unwelcome
Reporting the behavior if the harasser refuses to stop the conduct
Avoid any retaliatory behavior

14. Employer Responsibilities
Maintain a safe working environment for all employees free of harassment
Train employees—ignorance is not a defense
Investigate any and all complaints and resolve the situation appropriately
Follow-up and monitor the situation to ensure that there is no retaliation

15. Conclusion
Remember: Only say or do things that you would be fine with--if someone else were saying or doing those things to your daughter, son, wife or husband. Please do your part to ensure that Rend Lake College continues to be a good place to work.

16. Thank you!