Presentation on theme: "1 With All Due Respect Promoting A Respectful Workplace."— Presentation transcript:
1 With All Due Respect Promoting A Respectful Workplace
2 Course Agenda Welcome & Introductions Building Blocks Of Respect Recognizing Harassment Stop Workplace Harassment Behaving In A Respectful Manner Promoting A Respectful Workplace Summary/Debrief
3 Course Objectives After Todays Session, You Will Be Able To… Familiarize Yourself With Policies & The Law Recognize The Many Types Of Harassment Examine Your Role In Preventing Harassment Understand What Is Expected Of You Learn Ways To Deal With Harassment Foster A Respectful Work Environment
4 Pre-Assessment Quiz Lets Take An Assessment To Check For Knowledge Please Refer To Your Workbook Page #25
5 With All Due Respect As You Watch The Video Take Note Of The Variety Of Different Types Of Harassment You Will Be Asked To Repeat This Before End of Workshop
6 Building Blocks The Respectful Workplace Appreciating Diversity Accepting Differences Equality
7 Respectful Workplace Equality The foundation of a respectful workplace. Accepting Differences We must learn to accept people who are different from us Appreciating Diversity We must learn to value people who are different from us The Respectful Workplace This is a place of mutual respect for all employees
8 Harassment In Our Workplace Have you ever observed disrespectful or harassing behavior? What did you do about it? Stop harassment before it starts What is our policy on harassment? Who in our organization can help you with this?
9 Equal Employment Opportunity 1963Equal Pay Act Protects men and women who perform equal work in the same establishment from sex-based wage discrimination 1964Title VII of the Civil Right Act Prohibits employment discrimination based on race, color, religion, sex, or national origin 1967Age Discrimination In Employment Act Protects individuals who are 40 years of age or older 1973Sections 501 & 505 of Rehabilitation Act Prohibits discrimination against qualified individuals with disabilities who work in federal government 1990Title I & V Americans with Disabilities Act Prohibits employment discrimination against qualified individuals with disabilities in the private sector 1991Civil Rights Act Provides monetary damages in cases of intentional employment discrimination
10 Sexual Harassment Quid Pro Quo Sexual Harassment A term meaning this for that, and refers to sexual harassment involving threats or rewards. A quid pro quo charge occurs when a tangible employment decision, such as a pay increase, a promotion, or continued employment, is based on some form of unwanted sexual conduct. This kind of sexual harassment can only be committed by supervisors, managers, or others in authority.
11 Sexual Harassment Condition Of Ones Employment Used For Employment Decisions Creates An Offensive Work Environment Unwelcome Sexual Advances, Requests For Sexual Favors, And Other Verbal Or Physical Conduct Of A Sexual Nature. Sexual Harassment Has Occurred If One Of The Following Three Criteria Is Met;
12 Hostile Work Environment The most common kind of sexual harassment is called hostile environment. This occurs when a co-worker, supervisor, or anyone else with whom the employee comes into contact with on the job, creates an abusive work environment or interferes with the employees work performance because of the victims gender.
13 Hostile Work Environment Exists If The Following Can Be Shown; Subject to a work environment in which there were sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature That the conduct was unwelcome That the conduct was severe or pervasive to alter the conditions of the victims employment and create an abusive working environment
14 Laws Governing Harassment Title VII Of The Civil Rights Act Of 1964 Prohibits Discrimination Based On; Race, Color, Religion, Sex Or National Origin. Other Federal And State Laws Prohibit Further Types Of Discrimination Or Harassment, Such As: The Age Discrimination In Employment Act Of 1967 The Americans With Disabilities Act Of 1990
15 Harassment Is… Marital status Sexual orientation Age Disability Any other characteristic protected by law Race Color National origin Citizenship Religion Gender Verbal Or Physical Conduct That Denigrates Or Shows Hostility Or Aversion Toward An Individual Based On That Persons: Denigrate: To Belittle The Character Of; Defame. Aversion: An Intense Dislike.
16 Harassing Conduct Is... Abusive words or phrases, slurs or negative stereotyping Threatening, intimidating or hostile acts Put-down jokes Written or graphic material that shows hostility or aversion to an individual or group
17 Whose Responsibility? Source We need to make certain our actions promote respect & equality Target If we are the target of disrespectful behavior, we need to let that person know Observer If we observe it, it is our responsibility to stop it immediately Person In Authority Any person in authority has a duty to stop harassing behavior
18 What is Expected Of Us? Behave Respectfully Ourselves Treat others with respect Challenge Disrespectful Behavior Do not participate, stop it Report Harassment Immediately Report any incidents to management
19 Promoting Respect What You Can Do… Set a good example Be familiar with procedures Raise the subject with your employees Let others know when their behavior is offensive Do not participate in, but stop the behavior Dont allow offensive items to be in your area Dont place yourself in compromising situations Never retaliate or allow retaliation
20 Performance Review What Type Of Sexual Harassment Would This Be? How Should The Subordinate Respond? Should She Report The Incident? Why Or Why Not?
21 More Than I Want To Know What Is Wrong With Jeffs Behavior? What Should Jeff Do Now? What Should Jan Do If Jeff Does Not Stop His Behavior?
22 The New Guy Does It Matter What The New Guys Sexual Orientation Is When Determining Whether Or Not This IS Harassment? How Would You Respond To This?
23 Special Delivery Can Outside Vendors Sexually Harass Employees? What Should The Receptionist Do In This Situation? Assume The Receptionist Reports This To Her Supervisor, What Should Her Supervisor Do?
24 Wild Wild Web Are These Men Aware Of The Impact They Have On Others? What Is Their Impact On Others? Does Their Intent Matter?
25 Believe It Or Not Do Any Boundaries Exist Between Our Personal Religious Life & Our Work Life? How About Political Affiliation?
26 Legal Review Of The Laws Title VII of the Civil Rights Act of 1964 Prohibits discrimination based on race, color, religion, sex, or national origin Pregnancy Amendments To Title VII This prohibits discrimination against females who are pregnant or suffering from pregnancy- related conditions. Civil Rights Act of 1991 Provides monetary damages in cases of intentional employment discrimination
27 Legal Review Of The Laws Age Discrimination In Employment Act of 1967 Prohibits employment discrimination against individuals who are age 40 or older Americans with Disabilities Act of 1990 Prohibits employment discrimination against qualified individuals with disabilities to employers with 15 or more employees
28 Legal Review Of The Laws Health Insurance Portability and Accountability Act (HIPAA) of 1996 Title I of HIPAA protects health insurance coverage for workers and their families when they change or lose their jobs. Family Leave Medical Act (FMLA) of 1993 Eligible employees may take up to 12 workweeks of leave during any 12-month period
29 Retaliation Is Illegal Retaliation An employer may not fire, demote, harass or otherwise "retaliate" against an individual for filing a charge of discrimination, participating in a discrimination proceeding, or otherwise opposing discrimination.