1. Sexual Harassment

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. –False Sexual harassment is not teasing and horseplay. –False If no touching occurs, there is no sexual harassment. –False If everyone laughs at dirty jokes, telling them is not sexual harassment. –False You don’t have to deal with student to student harassment because that’s just the way kids are.. –False Sexual harassment can occur between two people of the same sex. –True

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.

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.

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

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

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

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

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

10. Employee to Employee Sexual Harassment

11. 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.

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.

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!

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.

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.

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.

17. Reporting Sexual Harassment Reporting Requirements Involving Employees  Employees must inform their supervisor and/or Toni Thompson, Associate Superintendent of Human Resources at 554-8450  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 or the Title IX Coordinator, Sylvia Rendon, Executive Director of Guidance and Counseling at 223-1506  If child abuse is suspected, an employee must report the suspicion to Child Protective Services at 1-800-252-5400 within 48 hours in addition to notifying the principal