Promoting A Respectful Workplace With All Due Respect Promoting A Respectful Workplace Welcome the group to With All Due Respect Workshop. Have participants sign in using a workshop sign in form. Identify participants who are new? 2 Minutes

Course Agenda Welcome & Introductions Building Blocks Of Respect Recognizing Harassment Stop Workplace Harassment Behaving In A Respectful Manner Promoting A Respectful Workplace Summary/Debrief Cover the agenda, distribute & explain participant workbooks. 2 Minutes Table of Contents

Course Objectives Familiarize Yourself With Policies & The Law After Today’s 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 Cover the course objectives Explain to participants that this class will require participation from everyone 2 Minutes Page #1

Pre-Assessment Quiz Let’s Take An Assessment To Check For Knowledge Please Refer To Your Workbook Page #25 For Introductions, flip chart responses on what they expect to gain from this training. Move into the pre-assessment to check for knowledge. Cover the answers at the end of class, or have participants pull the test from their books and correct or change their answers as we continue through class 8 Minutes Assessment Page #25, Answers Page #26

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 Play the Edge Video, With All Due Respect. Be prepared to debrief the video after watching 16 Minutes

The Respectful Workplace Appreciating Diversity Accepting Differences Building Blocks The Respectful Workplace Appreciating Diversity Accepting Differences Building Blocks of the Respectful Workplace Page #3 Equality

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 Page #3

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? Use your company’s harassment policy. Help your participants to familiarize themselves with the company policy. If employees are required to sign a company document, this would be a good place, or wait until the end of the workshop. Page #4

Equal Employment Opportunity 1963 Equal Pay Act Protects men and women who perform equal work in the same establishment from sex-based wage discrimination 1964 Title VII of the Civil Right Act Prohibits employment discrimination based on race, color, religion, sex, or national origin 1967 Age Discrimination In Employment Act Protects individuals who are 40 years of age or older 1973 Sections 501 & 505 of Rehabilitation Act Prohibits discrimination against qualified individuals with disabilities who work in federal government 1990 Title I & V Americans with Disabilities Act Prohibits employment discrimination against qualified individuals with disabilities in the private sector 1991 Civil Rights Act Provides monetary damages in cases of intentional employment discrimination Brief review of EEOC Optional 2 Minutes

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. Explain Quid Pro Quo. The key element here is that this type of sexual harassment can only be committee by supervisors, managers or others in authority. 3 Minutes Page #5

Sexual Harassment Sexual Harassment Has Occurred 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; Condition Of One’s Employment Used For Employment Decisions Creates An Offensive Work Environment According to the EEOC: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment, when any one of three criteria is met. 3 Minutes

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 employee’s work performance because of the victim’s gender. Spend some time explaining Hostile Work Environment Sexual Harassment. 3 Minutes Page #5

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 victim’s employment and create an abusive working environment Hostile Environment Harassment: Involves claims that a company (or its employees) either created or condoned an intimidating, hostile, or offensive work environment. 3 Minutes Page #5

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 Briefly describe the two laws governing harassment 3 Minutes Page #6

Harassment Is… Denigrate: To Belittle The Character Of; Defame. Verbal Or Physical Conduct That Denigrates Or Shows Hostility Or Aversion Toward An Individual Based On That Person’s: Race Color National origin Citizenship Religion Gender Marital status Sexual orientation Age Disability Any other characteristic protected by law Explain the slide, harassment is 3 Minutes Page #7 Denigrate: To Belittle The Character Of; Defame. Aversion: An Intense Dislike.

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 Explain the slide, Harassing Conduct is… 3 Minutes

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 Pages #7 & #8

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 Explain the expectations for your employees Pages #9 & 10

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 Don’t allow offensive items to be in your area Don’t place yourself in compromising situations Never retaliate or allow retaliation Talk about ways to prevent harassment and tips you could use to help employees with this. Solicit feedback on other ideas from the group 2 Minutes

Performance Review What Type Of Sexual Harassment Would This Be? How Should The Subordinate Respond? Should She Report The Incident? Why Or Why Not? Refer back to the Video, ask the group their response to the situation. How Should The Subordinate Respond? Should She Report The Incident? Why Or Why Not? 3 Minutes Per Clip Page #13

More Than I Want To Know What Is Wrong With Jeff’s Behavior? What Should Jeff Do Now? What Should Jan Do If Jeff Does Not Stop His Behavior? Refer back to the Video, ask the group their response to the situation. What Should Jeff Do Now? What Should Jan Do If Jeff Does Not Stop His Behavior? 3 Minutes Per Clip Page #14

The New Guy Does It Matter What The New Guy’s Sexual Orientation Is When Determining Whether Or Not This IS Harassment? How Would You Respond To This? Refer back to the Video, after each Vignette, ask the group their response to the situation. Does It Matter What The New Guy’s Sexual Orientation Really Is When Determining Whether Or Not This IS Harassment? How Would You Respond To This? Minutes Per Clip Page #15

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? Refer back to the Video, after each Vignette, ask the group their response to the situation. What Should The Receptionist Do In This Situation? Assume The Receptionist Reports This To Her Supervisor, What Should Her Supervisor Do? 3 Minutes Per Clip Page #16

Wild Wild Web Are These Men Aware Of The Impact They Have On Others? What Is Their Impact On Others? Does Their Intent Matter? Refer back to the Video, after each Vignette, ask the group their response to the situation. Are These Men Aware Of The Impact They Have On Others? What Is Their Impact On Others? Does Their Intent Matter? 3 Minutes Per Clip Page #17

Believe It Or Not Do Any Boundaries Exist Between Our Personal Religious Life & Our Work Life? How About Political Affiliation? Refer back to the Video, after each Vignette, ask the group their response to the situation. Do Any Boundaries Exist Between Our Personal Religious Life & Our Work Life? How About Political Affiliation? Minutes Per Clip Page #18

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 A more in-depth review of the Laws. More detailed information along with the web address to the government sites. Optional 5 Minutes

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 A more in-depth review of the Laws. More detailed information along with the web address to the government sites. Optional 5 Minutes

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 A more in-depth review of the Laws. More detailed information along with the web address to the government sites. Optional 5 Minutes

Retaliation Is Illegal 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. Explain Retaliation, more detailed information in participant workbooks 3 Minutes

What Questions Do You Have? Solicit and respond to any questions the group may have. If you do not have an answer, list question with name of person and email or call them with the answer when you have the answer. Have participants complete course evaluations, stand in the back of the room while participants complete course evaluations and thank them for their participation as they exit the room.