Presentation on theme: "Sexual Harassment Prevention Training for TCOE Employees"— Presentation transcript:
1Sexual Harassment Prevention Training for TCOE Employees
2Goals of Training Define Sexual Harassment TCOE Policy Criteria for Sexual HarassmentTypes of Prohibited Behaviors/ConductTCOE PolicyWhat To Do If You Are Being Sexually Harassed
3What is Sexual Harassment? Sexual harassment is a form of gender discrimination
4Conduct Constituting Sexual Harassment Can Be… Male to femaleFemale to maleMale to maleFemale to femaleSupervisor to employeeEmployee to supervisorEmployee to employee
5Prohibits discrimination in employment Title VIIProhibits discrimination in employment
6Education Code 212.5 defines Sexual Harassment as…. Unwelcome advances, requests for sexual favors, and other verbal, visual or physical conduct of a sexual nature, made by someone from or in the work or educational setting under the following conditions:Submission to the conduct is explicitly or implicitly made a term or condition of an individual’s employment status or progress
7Education Code 212.5 Continued Submission to, or rejection of, the conduct by the individual is used as a basis for employment or academic decisions affecting the individual.The conduct has the purpose of, or effect of, having a negative impact upon the individual’s work or of creating an intimidating, hostile or offensive work environment.
8Two Types of Sexual Harassment Quid Pro QuoOccurs when an employee is subjected to unwelcome sexual advances or requests for sexual favors by the supervisor as a condition for hiring, promotion, or continued employment.
9Two Types of Sexual Harassment Hostile Work EnvironmentConduct or a sexually oriented environment which is offensive to a “reasonable person” of the same gender as the individual subjected to the harassing conduct.
10Hostile Work Environment is the most prevalent form of Sexual Harassment Conduct reasonably interferes with work performanceGenerally involves a course of conduct rather than a single incident
11An isolated incident does not usually create a hostile environment. The conduct must be “severe, persistent, or pervasive” to constitute a hostile environment.The impact of the conduct and how it is perceived by the person receiving the conduct is also important.
12WelcomenessMere acquiescence or failure to complain does not mean the conduct was welcome.The victim defines what is welcome.
13What Factors Contribute to a Sexually Hostile Environment? The frequency of the unwelcome conduct;The severity of the conduct;Whether the conduct was physically threatening or humiliating, or a mere utterance that was offensive;Whether the conduct unreasonably interfered with work performance;
14What Factors Contribute to a Sexually Hostile Environment? The effect on the employee’s psychological well-being; andWhether the harasser was a supervisor.
15Types of Sexual Harassment Sex-Based HarassmentAllegations that an employee has been harassed because of his/her sex even though the harassing conduct is not sexual in nature.Example: Female employee physically threatened by male employee. This may include physical conduct such as touching, assault, and impeding or blocking movement.Example: Gay bashing
16Types of Sexual Harassment Bystander HarassmentA bystander witnesses the sexual harassment and becomes fearful or intimidated.
17What Are Behaviors that Are Considered Forms of Harassment? Unwanted Sexual AdvancesContinuing to express sexual interest after being informed or otherwise made aware that the interest is unwelcome.FavorsOffering favors or employment benefits, such as promotions, favorable performance evaluations, favorable assigned duties, recommendations, reclassifications, etc., in exchange for sexual favors.
18Other Prohibited Behaviors ReprisalsMaking reprisals, threats of reprisals, or implied threats of reprisals following a negative response to sexual advances.For example: either threatening to withhold or actually withholding support for an appointment, promotion, or change of assignment, or suggesting that a poor performance appraisal will be given
19Other Prohibited Behavior Visual ConductLeering, sexual gestures, display of sexually suggestive objects or pictures, cartoons, posters, drawings or graffiti, magazines, sexual toys or objects or other material, sending sexually explicit messages.
20Other Prohibited Behavior Verbal or Written AbuseMaking or using derogatory comments, slurs, jokes or epithets, sexual innuendos, comments about appearance or body, personal questions (e.g. about sex life), persistent invitations or verbal sexual advances or propositions.
21Other Prohibited Behaviors Physical ContactAny offensive or uninvited touching, brushing against, or impeding or blocking movement.
22Employees May be Held Personally Liable for Their Own Action or Inaction. Failure to Report HarassmentRetaliation by HarasserDiscipline up to termination if found guilty of harassmentIf the harasser is sued by the employee, the harasser could be held liable for economic and non-economic damages to the person who was harassed
23Is it Really Sexual Harassment? Is this verbal or physical behavior of a sexual nature?Is this conduct offensive to the person(s) who witnessed it?Is this behavior being initiated by only one of the parties that has power over the other?Does the employee have to tolerate the conduct in order to keep his/her job?Does the conduct make the employee’s job unpleasant?
24Behaviors that Contribute to a Hostile Environment Unfulfilled threats to impose a sexual quid pro quo;Discussing sexual activities;Telling off-color jokes of a sexual nature;Unnecessary touching;Commenting on physical attributes;Using demeaning or inappropriate terms, such as “babe,” “stud,” “honey,” “sweetheart,” etc.;
25Behaviors that Contribute to a Hostile Environment Displaying sexually suggestive pictures;Using indecent gestures;Engaging in physical contact;Granting job favors to those who participate in consensual sexual activity;Using crude and offensive language.
26The Office is Deemed to “Know” About Harassment if… An employee files a complaint.An employee witnesses the harassment.It is important that a witness tell their supervisor immediately about what they have observed.The Office would have found out about the harassment through “reasonable diligent inquiry,” or where it is widespread, openly practiced, or well-known to staff.
27The Office Takes the Following Steps to Protect Our Employees from Sexual Harassment Written Policies that prohibit harassment and outline a prompt, responsive complaint procedure.Training provided for staff.Prompt and thorough investigations.Appropriate consequences if allegations of harassment are substantiated.
28What do I do if I experience sexual harassment? Identify the behavior or environmental factor which is unwelcome/unwanted.Report the harassment to your supervisor, or if the harasser is your supervisor, to the Assistant Superintendent, Human Resources.
29What will Happen after I Report the Harassment? The Office will conduct a thorough investigation. The victim, alleged harasser and any witnesses will be interviewed.The Office will determine whether sexual harassment has taken place. If it is determined sexual harassment has taken place, the employee will be disciplined, up to and including termination, if warranted.
30What will Happen after I Report the Harassment? The harassing behavior will stop.If it does not stop, inform your supervisor or the Assistant Superintendent, Human Resources.Retaliation for reporting harassment is against the law. You should not experience any retaliatory behavior. If you do, immediately inform your supervisor or the Assistant Superintendent, Human Resources.
31If the Harassing Behavior Persists, What Should I Do? Immediately report that the conduct is continuing to your supervisor and the Assistant Superintendent, Human Resources.
32What to Do If I Observe a Prohibited Behavior as a Witness? Ask the victim if he/she felt harassed (remember it is how the victim perceived the behavior).If you know the person who exhibited the prohibited behavior advise him/her of your observation.Assist the victim in reporting the situation, if necessary. If the victim does not want to report the incident, you report what you saw to your supervisor.Document the situation in case of future investigation.
33If You Are the Alleged Harasser The act of harassment, by itself, is an unlawful act.The harasser can be held personally liable for damages.A victim may be entitled to damages even though no employment opportunity has been denied and there is no actual loss of pay or benefits.Take the complaint seriously.In all cases, STOP THE OFFENDING BEHAVIOR IMMEDIATELY.Be aware that sexual harassment may result in disciplinary actions, up to and including termination.
36TCOE will take all reasonable steps to prevent harassment from occurring.
37If an employee experiences harassment, TCOE will… Fully inform a complainant of his/her rights to secure those rights.Fully and effectively investigate the complaint.Take steps to prevent further harassment or retaliation for making a complaint.
38Superintendent Policies and Administrative Regulations