1. March 17, 2015
Entry task: In your own words, define sexual harassment.
Target: Identify the different types of sexual harassment.

2. Training for Sexual Harassment Avoidance

3. Sexual Harassment Game
SEXUAL HARASSMENT DEFINITION IS:
Unequal treatment of an employee over the age of 40
Discrimination based on race or religion
Failure to accommodate a person with a physical or mental disability
Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature

4. Answer
4. Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature

5. Sexual Harassment Game
WHICH OF THE FOLLOWING CAN COMMIT AN ACT OF SEXUAL HARASSMENT?
Man-to-Man
Woman-to-Woman
Woman-to-Man or Man-to-Woman
All of the Above

6. Answer
4. All of the Above

7. Sexual Harassment Game
WHICH IS A TYPE OF SEXUAL HARASSMENT?
CARPE DIEM
IN LOCO PARENTIS
QUID PRO QUO
MEA CUPA

8. ANSWER
3. QUID PRO QUO

9. Sexual Harassment Game
EMPLOYEES CAN CLAIM HOSTILE WORK ENVIRONMENT SEXUAL HARASSMENT WHEN THE FOLLOWING EXISTS WHERE THEY WORK:
A poor performance review
Dirty jokes, rude or suggestive pictures and calendars, sexual innuendoes
The absence of chocolate
An uncomfortable chair

10. Answer
2. Dirty jokes, rude or suggestive pictures and calendars, sexual innuendoes.

11. Sexual Harassment Game
BASED ON CURRENT COURT RULINGS, AN EMPLOYER MAY BE LIABLE FOR SUPERVISOR’S SEXUAL MISCONDUCT—EVEN WHEN UNREPORTED TO MANAGEMENT
TRUE OR FALSE

12. ANSWER
TRUE

13. Sexual Harassment Game
EDUCATORS WHO FAIL TO STOP STUDENTS FROM SEXUALLY HARASSING OTHER STUDENTS CAN BE HELD PERSONALLY LIABLE
TRUE OR FALSE

14. ANSWER
TRUE

15. Learning Objectives (con’t)
Understand your rights and responsibilities
Understand the complaint procedure
Understand the investigative process

16. Civil Rights Act – 1972 Amendment
Sexual harassment is a:
Form of sex discrimination
Violation of federal law

17. EEOC Guidelines Sexual Harassment is defined as:
“unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.”

18. EEOC Criteria Criteria 1: Quid Pro Quo
Submission to such conduct is made (either explicitly or implicitly) a term or condition of an individual’s employment or academic work, or rejection of such conduct is used as the basis for employment or academic decisions affecting the individual.

19. Quid Pro Quo
“Something for something”
Harasser has position of power or authority over the person being harassed
Refusal to submit will tangibly affect the individual’s term or conditions of employment

20. EEOC Criteria Criteria II – Hostile Work Environment
Such conduct unreasonably interferes with an individual’s work or academic performance or creates and intimidating, hostile, or offensive working or educational environment.

21. Examples of Sexual Harassment
Direct or indirect threats or bribes for unwanted sexual activity
Sexual innuendoes and comments
Sexually suggestive sounds or gestures such as sucking noises, winks or pelvic thrusts
Repeatedly asking a person out for dates
A neck / shoulder massage
Ogling or leering, staring at a woman’s breasts or a man’s derriere
Rating a person’s looks or sexuality

22. Examples of Sexual Harassment (cont.)
Name-calling, such as “babe”
Sexual ridicule
Frequent jokes about sex or males/females
Letters, notes, telephone calls or material of a sexual nature
Pervasive displays of pictures, calendars, cartoons, or other materials with sexually explicit or graphic content

23. Flirting vs. Harassment
1. Sometimes it can be confusing to draw the line between flirting and sexual harassment, making it difficult to identify whether sexual harassment is occurring.
2. The difference between flirting and sexual harassment is the nature of the behavior and how it makes the other person feel.

24. Do’s
Be assertive
Provide a clear and emphatic objection every time the unwelcome conduct happens
Keep documentation
If you choose, confront the harasser
Continue to report to work
Make an official complain if the behavior does not stop !!!

25. Dont’s Don’t attempt to retaliate
Don’t make yourself guilty of insubordination
Don’t socially or emotionally isolate yourself

26. Intent vs. Impact Is my intent the same as the impact?
Is my behavior welcome?

27. Employee Responsibilities
Right to be free from harassing behavior
Responsibility to complain about harassing behavior

28. Supervisor Responsibilities
Let your employees know you take this issue seriously & the institution will respond promptly
Take a proactive stance in preventing unlawful harassment
Take appropriate action in a timely manner, don’t delay
Document. Write a detailed summary of the complaint
Follow up on the complaint. Check with the complainant the next day to ensure he or she is getting needed assistance

29. Dangerous Words It’s just teasing – no big deal
When responding to a complaint, be careful that these words don’t come out of your mouth
It’s just teasing – no big deal
The people in our school would never do …
I know he/she didn’t mean anything like that
It’s your fault for dressing so provocatively
You need to learn to handle these things
Just ignore it
He puts his arms around everyone
You must have wanted it, otherwise you would have told him no
Why can’t you learn to accept a compliment?
It’s just a prank that got out of hand
We’ve never had a complaint, so we don’t have a problem

30. Organizational & Individual Costs
Employee productivity losses
Diminished student learning
Increased absenteeism, turnover and drop out rates
Court awards, settlements and fees
Damage to institutional image
Deterioration of student and staff morale
Negative institutional culture
Damaged interpersonal relationships
Psychological distress, compromised wellness
Compromised spiritual & moral integrity

31. Complaint Procedure
Let your employees know you take this issue seriously
Take a proactive stance in preventing unlawful harassment
Take appropriate action in a timely manner
Remember, you are liable if you knew or should have known

32. Complaint Procedure (cont.)
You may file an oral or written complaint with any of the following personnel/offices:
Immediate Supervisor
Second Level Supervisor
Human Resource Office
Equal Employment Opportunity Commission (Federal)

33. Retaliation
You are protected against retaliation for exercising your right to complain or for testifying or assisting in an investigation or hearing.

34. Investigative Process
Informal Review
Formal Review
Results of Investigation

35. Confidentiality All complaints will be kept confidential
Records established as a result of an investigation are not to be retained in employee personnel file