1. Sexual Harassment Training

2. Statistics of Sexual Harassment Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964.Title VII of the Civil Rights Act of 1964Title VII of the Civil Rights Act of 1964 Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. Title VII prohibits employment discrimination based on race, color, religion, sex and national origin.

3. Statistics of Sexual Harassment EEOC (Equal Employment Opportunity Commission) received 13,867 charges of sexual harassment in 2008 15.9% of those charges were filed by males. EEOC resolved 11,731 sexual harassment charges and recovered $47.4 million (not including monetary benefits obtained though litigation).

4. The Law Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.

5. Sexual Harassment Circumstances The victim, as well as the harasser, may be a woman OR man. The victim does not have to be of the opposite sex. The victim, as well as the harasser, may be a woman OR man. The victim does not have to be of the opposite sex.

6. The harasser can be the victim’s supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee. The harasser can be the victim’s supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.

7. The victim does not have to be the person harassed but could be anyone affected by the offensive conduct. The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.

8. Unlawful sexual harassment may occur without economic injury to or discharge of the victim. Unlawful sexual harassment may occur without economic injury to or discharge of the victim.

9. The harasser’s conduct must be unwelcome. The harasser’s conduct must be unwelcome.

10. Types of Sexual Harassment Quid Pro Quo- This for that Quid Pro Quo- This for that

11. Types of Sexual Harassment Hostile Work Environment

12. How Do You Know If It’s Harassment? Ask yourself these questions: Is this verbal or physical behavior of a sexual nature? Is this verbal or physical behavior of a sexual nature? Is this conduct offensive to persons who witness it? Is this conduct offensive to persons who witness it? Does the employee have to tolerate that type of conduct in order to keep his or her job? Does the employee have to tolerate that type of conduct in order to keep his or her job? Does the conduct make the employee’s job unpleasant? Does the conduct make the employee’s job unpleasant? If the answer to any of these questions is “yes,” put a stop to the conduct.

13. The DO’s and DON’Ts of Sexual Harassment DO: Admit when a problem exists. Admit when a problem exists. Tell the offender specifically what you find offensive. Tell the offender specifically what you find offensive. Tell the offender that his or her behavior is bothering you. Tell the offender that his or her behavior is bothering you. Say specifically what you want or don’t want to happen, such as “please call me by my name not Honey,” or “please don’t tell that kind of joke in front of me.” Say specifically what you want or don’t want to happen, such as “please call me by my name not Honey,” or “please don’t tell that kind of joke in front of me.”

14. The DO’s and DON’Ts of Sexual Harassment DON’T: Blame yourself for someone else’s behavior, unless it truly is inoffensive Blame yourself for someone else’s behavior, unless it truly is inoffensive Choose to ignore the behavior, unless it is truly inoffensive Choose to ignore the behavior, unless it is truly inoffensive Try to handle any severe or recurring harassment problem by yourself -- get help. Try to handle any severe or recurring harassment problem by yourself -- get help.

15. Action Steps Tell the person that is harassing you that the behavior is unwelcome. Tell the person that is harassing you that the behavior is unwelcome. Follow your workplace guidelines for handling sexual harassment, whenever possible. Inform Human Resources. Follow your workplace guidelines for handling sexual harassment, whenever possible. Inform Human Resources. Keep a journal of all conversations and actions with pertinent details. Keep a journal of all conversations and actions with pertinent details. Contact a state or federal agency if your workplace procedures for dealing with sexual harassment fail you. Contact a state or federal agency if your workplace procedures for dealing with sexual harassment fail you.

16. Sexual Harassment Test 1. Sexual harassment is a problem in the workplace. 2. Males are not victims of sexual harassment in the workplace. 3. If a female dresses or behaves in a sexy way, she is asking to be sexually harassed 4. Sexual harassment does not occur between people of the same sex.

17. Sexual Harassment Test 5. Sexual harassment means bothering someone in a sexual way. 6. Quid Pro Quo involves granting an employment benefit in exchange for sexual favors or making sex a condition of one’s employment. 7. Teasing and flirting are no big deal. They make work more fun. 8. Most females enjoy getting sexual attention at work.

18. Sexual Harassment Test 9. Sexual harassment is behavior that is not only unwelcome, but in most cases repeated. 10. A “hostile environment” is one where conduct of a sexual nature (visual, verbal, or physical) is so repetitious that is unreasonably interferes with an employee’s work performance or creates an intimidating, hostile or offensive work environment. 11. If the recipient doesn’t like the sexual attention, but the person acting or speaking means it only as flirting or joking, then it is not sexual harassment. 12.In order to be considered sexual harassment, the harasser must be a superior.

19. Sexual Harassment Test 1. Sexual harassment is a problem in the workplace. 2. Males are not victims of sexual harassment in the workplace. 3. If a female dresses or behaves in a sexy way, she is asking to be sexually harassed. 4. Sexual harassment does not occur between people of the same sex. TRUE! FALSE!

20. Sexual Harassment Test 5. Sexual harassment means bothering someone in a sexual way. 6. Quid Pro Quo involves granting an employment benefit in exchange for sexual favors or making sex a condition of one’s employment. 7. Teasing and flirting are no big deal. They make work more fun. 8. Most females enjoy getting sexual attention at work. FALSE! TRUE!

21. Sexual Harassment Test 9. Sexual harassment is behavior that is not only unwelcome, but in most cases repeated. 10. A “hostile environment” is one where conduct of a sexual nature (visual, verbal, or physical) is so repetitious that is unreasonably interferes with an employee’s work performance or creates an intimidating, hostile or offensive work environment. 11. If the recipient doesn’t like the sexual attention, but the person acting or speaking means it only as flirting or joking, then it is not sexual harassment. 12.In order to be considered sexual harassment, the harasser must be a superior. TRUE! FALSE!

22. You have now been trained! Please sign your Sexual Harassment Policy in your work folder & take precautions to avoid being the victim or the harasser!