1. SEXUAL HARASSMENT FOR EMPLOYEES REQUIRED TRAINING FOR ALL ICC EMPLOYEES

2. WHY ARE YOU REQUIRED TO COMPLETE THIS TRAINING? Title VII of the Civil Rights Act of 1964 Equal Employment Opportunity Commission (EEOC)

3. Learning Outcomes for this Training Define sexual harassment, Identify potential victims and harassers, Identify conduct and behavior that is not appropriate in the workplace, Report incidents of possible sexual harassment, and Increase the chances of having a positive work environment.

4. Defining Sexual Harassment Any unwelcome sexual advances Requests for sexual favors Verbal or physical conduct of a sexual nature when: Submission to this conduct is made either explicitly or implicitly a term or condition of an individual’s employment Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual Such conduct creates an intimidating, hostile or offensive work environment.

5. Quid pro quo “something for something”

6. Hostile Work Environment Over 7,000 sexual harassment charges have been filed yearly with the EEOC since FY 2010 http://www.eeoc.gov/eeoc/statistics/enforceme nt/sexual_harassment_new.cfm Press Release 1-28-13 EEOC Reports Nearly 100,000 Job Bias Charges in Fiscal Year 2012 http://www.eeoc.gov/eeoc/newsroom/release/1-28-13.cfm

7. Potential Victims and Harassers Victims More than one May be male or female Harassers May be male or female May be male to female, female to male, male to male or female to female May be a member of the workplace or an outside source such as a vendor, contractor, or sales representative.

8. What is “Inappropriate” Conduct and Behavior?

9. Staring or leering Offensive remarks about a co-worker’s looks, clothing and/or body Physical contact in a manner that creates an uncomfortable feeling Sexual or offensive jokes or making sexual gestures Displaying sexually related material Sexually related material in email, letters, or notes

10. Preventing Sexual Harassment at Work Be proactive. Speak up! Report inappropriate behavior. Keli Tuschman Director of Human Resources Extension 5606 ICC Concern Log http://www.indycc.edu/contact-us/

11. Independence Community College’s Policy on Harassment Harassment of anyone, or by anyone, associated with Independence Community College is prohibited. This includes members of the Board of Trustees, staff, faculty, students, and College vendors while on campus or in any way associated with the College off campus. Harassment is generally defined as consistent, persistent or unwelcome behaviors, comments (written or spoken) or physical contact that in any way promotes an environment of violence, hostility, degradation, exploitation, intimidation, or fear. The types of harassment prohibited include, but are not limited to: bullying, sexual harassment (including gender identity and sexual orientation), racial harassment, age based harassment, country of origin harassment, belief based harassment, Veteran status based harassment, hazing, stalking, mobbing, and abuse. Staff and Faculty Handbook

12. The Effects of Sexual Harassment

13. What Should You Do If Sexual Harassment Occurs? Condensed from the ICC Staff and Faculty Handbook: Report the incident to their immediate supervisor. The initiation of a report shall not affect the employee’s status, compensation, or work assignment. All reports of harassment shall be maintained in strict confidentiality. Immediate supervisors must report any harassment incident to Human Resources. If the harassment received by the employee is believed to be from the immediate supervisor, the initial report will go to Human Resources and the President. Human Resources will initiate a confidential finding of fact upon receipt of a harassment report. If Human Resources determines action in response to harassment based on fact finding, the recommendation should be sent to the appropriate supervisor or the President if the supervisor is involved. Opportunity for appeal is provided in the Employee Grievance Procedures.

14. Reporting a Harassment Claim to Your Supervisor or ICC’s HR Department When? Date and time of the incident Where? Location where the incident took place Who? Person(s) involved including any witnesses What? Detailed description of what happened Any other pertinent information that will help in the investigation

15. Sexual Harassment Case Scenarios for Employees Case 1 Tom and Sherri

16. Sexual Harassment Case Scenarios for Employees Case 2 Mike

17. Sexual Harassment Case Scenarios for Employees Case 3 Sandy

18. Case 4 John and Louise Sexual Harassment Case Scenarios for Employees

19. Case 5 Tony Sexual Harassment Case Scenarios for Employees

20. Case 6 Susan and Lisa Sexual Harassment Case Scenarios for Employees

21. Case 7 Bryan Sexual Harassment Case Scenarios for Employees

22. Case 8 Shirley, Stacy, and Mary Sexual Harassment Case Scenarios for Employees

23. You Can Make a Difference! Be aware of your actions Be cautious Be proactive Be responsible Everyone benefits in a workplace free from sexual harassment. For more information about ICC’s workplace policies, see the Staff and Faculty Handbook. For more information about any type of harassment, contact ICC’s Human Resources Department at Ext. 5606.

24. Please proceed to the Sexual Harassment Training Quiz ICC’s required Sexual Harassment Training is not complete until the quiz is completed.