2. Sexual Harassment Danger Zone GISD

3. Sexual Harassment is not what you may think... What Sexual Harassment IS: u Unwelcome Sexual Advances u Requests for Sexual Favors u Verbal or physical conduct of a sexual nature Touching Leering Sexually charged words Lewd Gestures Invasion of “Personal Space” These MAY constitute illegal harassment if: u Submission or rejection of advances influences employment u The conditions in the workplace create a “Hostile Work Environment”

4. Sexual Harassment is not what you may think... What Sexual Harassment is NOT: Compliments General Profanity Isolated instances of merely crude behavior Bottom Line: Fear of a sexual harassment lawsuit is no reason to avoid all human contact. BUT BE CAREFUL! What may not be harassment to one person may be harassment to another.

5. What Is Sexual Harassment? The Law: Sexual Harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Title VII “prohibits discrimination on the basis of race and sex with respect to the compensation, terms, conditions or privileges of employment.” What Does That Mean? Simply put, employment, or employee benefits are not to be linked in any way to a person’s gender, race or creed.

6. What is Sexual Harassment? Hostile Work Environment Harassment does not affect employment per se Conditions of the working environment are altered such that they have a detrimental effect on the victim Quid Pro Quo Employment is contingent upon submission to sexual advances, or Retaliation against sexual harassment complaints

7. What is the Employer’s Responsibility? n Communicate the Law to ALL employees. n Sponsor Sexual Harassment Training Program n Create Policy that goes Beyond the Law Create a hierarchy that employees can use to report incidents Make it clear that Sexual Harassment will NOT be tolerated Sexual Harassment Training Seminar

8. What is the Supervisor’s Responsibility? n Be familiar with the law, and company policy Make sure that you adhere to both n Be Watchful Pay attention to how employees interact Be aware of events or behaviors that may constitute harassment Talk to your employees about sexual harassment n Be Proactive Take action, according to policy, when a subordinate reports sexual harassment Make sure the legal department is aware of all claims n Train your employees Conduct training programs Discuss sexual harassment in staff meetings

9. What is the Employee’s Responsibility? n Understand Know company policy and the law Adhere to policy and the law Be careful n Be Watchful Pay attention to coworkers - avoid inadvertent offense Look for subtle forms of harassment Report any instances n Be active Confront Harassers directly If confrontation fails, file a grievance Document ALL instances - detail Detail DETAIL!

10. What can You do? What can You do? Practical Advice for Employees n Be courteous Pleasantries are always allowed Remember, jokes that end with “If they weren’t watermelons, what were they?” aren’t funny to everyone. Reference the Golden Rule n Think! Don’t tweak “brittle” people for sport Try to avoid loaded words; you’re intelligent enough to express displeasure without the “F” word Ask yourself (or others): Am I offending anyone? n Be Professional Keep your personal life personal, and your professional life professional Treat other employees, above and below you, with respect

11. But, Seriously, What Have We Learned? n Sexual Harassment comes in two forms Quid Pro Quo Hostile Work Environment n Everyone is responsible for preventing it n Prevention can boil down to seven letters: RESPECT