Presentation on theme: "Got respect? The Harassment-Free Work Environment."— Presentation transcript:
got respect? The Harassment-Free Work Environment
WARNING You have options when considering the ideas and suggestions offered in this workshop. Option 1: Practice them as part of your everyday interactions with co-workers and customers Option 2: Ignore them until you learn the same principles through much less desirable methods.
Sensitivity Training is designed to help people become more aware of their own biases and prejudices. It also focuses on helping people become more sensitive to others. What is Sensitivity Training?
Unfortunately, common sense isn't so common. It is rare to find a work environment that is free from grown-ups who are immature, insecure, hyper- sensitive, or who feel that they can manipulate and/or take advantage of co-workers. Why is this training necessary?
Sensitivity Training is more than important. As a federal contractor with more than 50 employees, and in compliance with affirmative action legislation, Casto Technical is required by law to provide this training on an annual basis. Why is this training important?
Better communication Improved work relationships Reduced conflict / stress More time working Less time whining Improved customer service Greater profitability! Benefits of this training
Perception Violations are based on the perception of the victim, NOT the intention of the accused What is funny to you may be offensive or insulting to someone else.
Employee Responsibilities Understand and comply with all company policies and procedure Conduct yourself as a professional at all times. Report any incident that happens to you or that you witness Cooperate with investigators
Employer Responsibilities Clearly communicate to employees that harassing conduct is unacceptable and will not be tolerated Strive to create an environment in which employees feel free to raise concerns and are confident that those concerns will be addressed Provide anti-harassment training to their all employees Establish an effective complaint or grievance process Take immediate and appropriate action when any questionable behavior occurs or complaints are made
Red-Hot Stove Rule You have been trained to know “right” from “wrong.” Employees get burned NOT because of who they are but because they chose to touch the stove. The BURN will be immediate. Cause and Effect. No excuses. The result (discipline) will be consistent and impersonal. Anyone who chooses to touch the stove will get burned.
Who harasses? The harasser can be: The victim's supervisor A supervisor in another area An agent of the employer A co-worker A non-employee.
What Qualifies? Offensive conduct may include, but is not limited to: Offensive jokes Slurs Name calling Physical touching, assaults or threats Intimidation Insults or put-downs Offensive objects or pictures Any interference with work performance. ( Anything you wouldn’t say (or do) to your grandmother.)
Sexual Harassment Unwelcome advances Inappropriate behavior Raunchy language/insults Demand for sexual favors Quid Pro Quo (”This for That”) Hostile Work Environment
Discrimination Race Color Religion Gender (or sexual orientation) National origin Disability Inappropriate treatment based on:
Investigating a Complaint Listen to and objectively discuss any complaints Inform the employee that any complaint must be reported to Human Resources Advise the employee of his/her rights Ensure that no form of retaliation takes place as a result of any complaint All supervisors must:
What is Retaliation? Any action taken against an employee because he/she complained of harassment or discrimination Demotion, discipline, poor performance appraisal change in job duties or shift assignment, reduction in pay
Great co-workers are…
Great co-workers are NOT…
It’s up to YOU Have a positive attitude at work Act like a professional at all times. Respect your co-workers for their contributions. Keep your hands to yourself. Bite your tongue! Think before you speak. Report inappropriate behaviors to your supervisor.
How did we do? Once again, thank you for letting The Performance Group, Inc., be a part of your personal and professional development. We would like to know what you thought about the program. Please complete this form and return it to your facilitator before you leave. Thanks again. Lowest Highest Speaker Quality – Chuck Stump Program Exercises / Content What I enjoyed most about this seminar… ____________________________________________________________________________________________________________ What information or principles will you apply immediately? ____________________________________________________________________________________________________________ Additional Comments ____________________________________________________________________________________________________________