1. Sexual Harassment
Today I am going to talk to you about sexual harassment and bullying. This training is very serious because it is something that could result in termination. This will not be a sit and get training so hopefully everyone will participate.

2. Sexual Harassment Quiz
Pinching, patting or verbally teasing a co-worker is harmless.
False
If a person remains in a job after having been sexually harassed, he/she must be enjoying the situation.
Sexual harassment is not teasing and horseplay.
If no touching occurs, there is no sexual harassment.
If everyone laughs at dirty jokes, telling them is not sexual harassment.
You don’t have to deal with student to student harassment because that’s just the way kids are..
Sexual harassment can occur between two people of the same sex.
True
Now I am going to test your knowledge of of sexual harassment with a short quiz. Read one example at a time to the audience and ask them if they think it is true or false. Ask for reasons why they believe it is true or false. Remind them that as an employee of the district it is their responsibility to report any form of harassment.

3. What is Sexual Harassment?
Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature that is made a term or condition of an individual’s employment.
Quid Pro Quo:
Submission to or rejection of such conduct is used as the basis for decisions affecting an individual’s employment
Hostile Work Environment:
Creates an intimidating, hostile, or offensive working environment.
There are 2 types of sexual harassment. The first type is Quid Pro Quo. Does anyone know what that means? I’ll scratch your back and you scratch mine. Quid Pro Quo occurs when someone in higher authority than you promises something to you in exchange for a more personal relationship.The second type is hostile work environment. Can someone tell me what that means? A hostile work environment can be created by anyone in your work environment. It could even be a student.

4. Examples of Quid Pro Quo
Supervisor promises something – a job, a raise, a promotion, better benefits, better evaluations or grades - in exchange for:
A date;
A relationship; and/or
Promise of a more “personal” relationship, spending time together, etc.
Read slide

5. Examples of Hostile Work Environment
A hostile environment is created when unwelcome sexual advances, requests, or conduct have the effect of interfering with an individual’s performance or creating an intimidating, hostile, or otherwise offensive learning or working environment, such as
Negative stereotyping
Sexually oriented calendars, magazines or joke
Abusive, vulgar or crude language
References to sexual activity
Overt sexual conduct by fellow workers
Comments about a person’s appearance or dress
Read definition and then discuss each of the examples.
Negative Stereotyping (blond jokes, all women are…, all men are…, )
Sexually oriented, magazines (Vogue, Victoria Secret..) or jokes
Abusive, vulgar or crude lang (does not necessarily constitute profanity)
References to a sexual activity ( date talk)
Overt sexual conduct by fellow workers (hugging, public display of affection..)
Comments about a person’s appearance or dress (you look sexy…)

6. Other Prohibited Harassment
SAISD prohibits harassment based on race, color, gender, national origin, disability, religion or age.
Includes physical, verbal or nonverbal conduct that is directed toward a student or employee
Includes conduct that
affects the ability of the student or employee to participate in an educational program or activity
creates an intimidating, threatening, hostile, or offensive educational/work environment
Interferes with a student’s academic performance or employee’s work performance
Otherwise adversely affects a student’s educational opportunities or employee’s work opportunities
Read slide

7. The following should be considered sexual harassment:
Direct or indirect threats or bribes for unwanted sexual activity (grades, jobs, salary, etc.)
Sexual innuendos and comments
Intrusive sexually explicit questions
Sexually suggestive sounds or gestures
Unwanted sexual flirtation or repeated and unwelcome requests for dates / relationships with another employee
Read slide – suggest that they never ask anyone about dates, their sex lives and avoid the slippery slide of flirtation.

8. The following should be considered sexual harassment: (Cont’d)
Touching, patting, pinching, stroking, squeezing, tickling or brushing against a person
A neck or shoulder massage
Sexual ridicule
Frequent jokes about sex or males / females
Pervasive displays of pictures, calendars, cartoons or other materials with sexually explicit or graphic content
Read slide (first bullet – tell them it does not have to be a sexually explicit body part) Last bullet tell them that it includes screensaver on phone and computer and sexting

9. Who can be Involved in Sexual Harassment?
Employee to Employee
Promising employment or advancement in exchange for sexual favors
Pressuring other employees for sex
Making offensive remarks about an individual’s looks, body or clothing
Touching the individual in a way that makes the person uncomfortable
Making suggestive remarks
Be careful about the way you say and do things

10. Employee to Employee Sexual Harassment
30 second video from The Office – after the audience views ask them what the boss said or did that could be considered sexual harassment and how that made the employee feel. How do they think the other employees felt.

11. Employee to Employee Sexual Harassment
Scenario
A female adult alleges that while in the teachers’ lounge during a break, a male adult entered. While she was bending over at the soda machine, the male made the sound, “Um-Um-Um.” He then brushed by her on his way out the door. The next time he sees her in the lounge, he gives her money and asks her to buy a soda for him at the soda machine. Every time he sees her in the hallway, he asks her, “Where’s my soda?”
Is this harassment? Explain.
This is an example of a sexual innuendo – how can you tell that he is sexually harassing her? What does he say or do?

12. Preventing an Accusation
Educate yourself. Learn what is inappropriate behavior for the workplace.
Be sensitive and perceptive when interacting with others.
Keep all actions job-related. Dirty jokes are never job-related, nor is flirting.
Avoid inappropriate or unprofessional relationships.
Read the slide

13. √ Yourself & Think Smart!
Ask yourself the following questions before speaking:
Would I say this in front of my mother?
Would I want my spouse to hear such a comment made to him/her?
Would I make the same comment on the evening news?
√ Yourself & Think Smart!
Read the slide

14. Victim Responsibility
How to Respond?
Know your rights. Look at Board policy.
Educate yourself regarding the procedures for reporting sexual harassment.
Inappropriate behavior should be reported regardless of the intent of the perpetrator.
Practice saying, “Stop, I don’t like what you are [saying, doing, etc.].” Then be direct and candid with the person. Let your feelings be known and let them be known right away.
Say “no” clearly when behavior is unwelcome.
When a person says “no”, take “no” for an answer.
Read the slide

15. Victim Responsibility (Cont’d)
How to Respond?
Do not become involved with sexually oriented banter, jokes, stories, etc.
Conduct yourself in a professional manner at all times in the workplace
Record offensive behavior (dates, time, locations, witnesses, nature of offense, etc.)
Report the conduct to the proper authorities. If at all possible, the report should be in writing. List what happened, when, and who were the witnesses.
Read the slide

16. “Zero Tolerance” Policy Prohibiting Sexual Harassment
Students and staff are required to report all known or suspected instances of harassment or abuse to appropriate district administrators.
School officials who have the authority to take corrective action must do so once learning of sexual harassment or abuse.
Employees and students who engage in sexual harassment are subject to immediate disciplinary measures.
Retaliation for reporting sexual harassment is prohibited and may be grounds for dismissal.
Read the slide

17. Reporting Sexual Harassment
Reporting Requirements Involving Employees
Employees must inform their supervisor and/or Toni Thompson, Associate Superintendent of Human Resources at
The employee and supervisor/administrator may work with the alleged harasser toward an informal resolution to stop offensive behavior
Reporting Requirements Involving Students
Report immediately to campus principal and/or Toni Thompson, Associate Superintendent of Human Resources at
If child abuse is suspected, an employee must report the suspicion to Child Protective Services at within 48 hours in addition to notifying the principal
Employee to Employee or Employee to Student – report to your administrator and then they will report it to the Director, Employee Relations in Human Resources.
Student to Student – report to your administrator and then they will report it to Sylvia Rendon. Additionally, it must be reported to CPS within 48 hours.