1. Sexual Harassment Big Bend Community Based Care, Inc.

2. What is Sexual Harassment? Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:  Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment  Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive environment.

3. BBCBC does not tolerate sexual harassment in the workplace. Therefore, the following behaviors are grounds for disciplinary action, up to and including termination:  unwelcome sexual advances  requests for sexual acts or favors  insulting or degrading sexual remarks or conduct directed against another staff member  threats, demands or suggestions that a staff member's work is contingent upon toleration of, or acquiescence to sexual advances  any other unwelcome statements or actions based on sex, that are severe or pervasive enough to unreasonably interfere with a staff member's work performance, or create an intimidating, hostile or offensive work environment BBCBC Sexual Harassment Directive

4.  Employees who have complaints of sexual harassment should use the BBCBC chain of command, and bring complaints in person, or in writing on the Sexual Harassment Complaint form, to an immediate supervisor. Employees who believe the immediate supervisor is the cause of the sexual harassment may bring the completed form directly to the CEO. Employees who believe the CEO is the cause of the sexual harassment may bring the completed form directly to the board of directors.  BBCBC prohibits retaliation against anyone for bringing a sexual harassment complaint or participating in an investigation of such a complaint. Retaliation against employees for bringing a complaint of sexual harassment or participating in an investigation of such a complaint is grounds for disciplinary action, up to and including termination.  BBCBC will make every effort possible to conduct a full, prompt, impartial and confidential investigation. Where appropriate, a report of the investigation with recommendations concerning remedial action where necessary, will be forwarded to the CEO. The CEO will review the report and determine the corrective action to be taken, and notify all parties in the complaint of the decision.

5. Two Types of Sexual Harassment  Quid Pro Quo  Offensive or Hostile Environment

6. Quid Pro Quo Conditioning employment benefits upon providing sexual favors to a supervisor or another person who controls the benefits. May apply to anyone, including managers who are not direct supervisors, but in a position to affect hiring, firing, promotion, performance reviews and raises.

7. Hostile Environment Repeated unwanted behavior or conduct of a sexual nature that has the effect of unreasonably interfering with an individual’s work performance or creating an offensive work environment. Does not need to involve loss of economic benefits.

8. Verbal Conduct of a Sexual Nature  Remarks about physical characteristics (e.g. comments about body parts)  Remarks about attractiveness or appearance (e.g. “That outfit looks sexy.”)  Remarks about sexual activity. (e.g. discussion of dating, sex lives, preferences)  Sexual jokes  Propositions (any type)

9. Nonverbal Conduct of a Sexual Nature  Suggestive or insulting noises  Leering  Whistling  Gazing  Sneering  Making obscene gestures  Exposing oneself

10. Physical Conduct of a Sexual Nature  Any unwanted physical contact, including: Touching any part of another’s body - - especially in a suggestive manner  Hand holding  Pinching/grabbing  Back rubs or “shoulder massages”  Brushing up against another person  Coerced sexual intercourse

11. Written Conduct of a Sexual Nature  Includes electronic communications and email  Love notes or letters  Suggestive comments on memos  Graffiti

12. Visual Conduct of a Sexual Nature  Explicit pictures (e.g. Internet, Playboy, pin-ups)  Photocopies of private body parts  Explicit Films  Sex Toys

13. Training References & Resources  http://www.eeoc.gov/types/sexual_har assment.html http://www.eeoc.gov/types/sexual_har assment.html http://www.eeoc.gov/types/sexual_har assment.html  BBCBC Employee Handbook

14. Training Documentation Thank you for completing this online training presentation.  To document your participation please immediately send an email listing your name, position, agency, email address, and circuit to the BBCBC training department at: training@bigbendcbc.org training@bigbendcbc.org  Please let us know any training topics you would like to be provided with in a classroom training, online presentation or training resource materials.  BBCBC Training Coordinator contact: Carol Edwards 850-694-0728