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Sexual Harassment
Increasing Awareness
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Section I
Introduction
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Sexual harassment
• Civil Rights Act of 1964
• EEOC rules in 1986
• Court decisions in 1986
• Provisions added to Civil Rights Act in 1991
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Section II
Defining sexual harassment
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EEOC definition
Harassment is unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when:
– Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment
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EEOC definition
– Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or
– Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment
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Define sexual harassment
• Quid pro quo
• Hostile environment
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Define sexual harassment
•Quid pro quo– Submission to sexually harassing conduct as
a term of condition for employment– Submission to or rejection of such conduct as
used as the basis for employment decision
If you do something for me, I’ll do something for you
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Define sexual harassment
• Quid pro quo– Results in economic loss to employee– Behavior does not have to be explicit– Sexual favoritism
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Define sexual harassment
• Hostile environment– Intimidating, hostile or
offensive environment– Not free from discriminatory
intimidation, ridicule or insult– employer or employees created or condoned
it
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Section III
Dealing with sexual harassment
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Define sexual harassment
• Numerous employees
• Numerous occasions
• Verbal
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Define sexual harassment
• Physical
• Done by supervisor or co-worker
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Define sexual harassment
• Unwelcome – employee did not solicit or incite, and the employee regards as undesirable or offensive
• Sexism and sex discrimination
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Define sexual harassment
• Behaviors that constitute sexual harassment– Sexual remarks– Suggestive looks– Kissing sounds– Deliberate touching
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Define sexual harassment
• Behaviors that constitute sexual harassment:– Pressure for dates– Pressure for sexual
favors– Actual or attempted
rape or assault
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Define sexual harassment
• Behaviors that constitute sexual harassment:– Promise of a raise for sexual favors– Cartoons or posters of a sexual nature– Vulgar or lewd conduct
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Role of the EEOC
• Title VII of the Civil Rights Act
• Act established the EEOC
• Prevent any person from engaging in unlawful employment practice such as sexual harassment
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Role of the EEOC
• Individual can file a claim
• EEOC investigates
• EEOC makes determination
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Role of the EEOC
• Claim filed with EEOC within 180 days of last harassment incident
• EEOC conducts investigation
• EEOC determines settlement
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Role of the EEOC
• EEOC investigation may take over a year• Federal court cases may take several
years• Remedies
– Attorney fees– Reinstatement of
promotion– Compensatory and
punitive damages– Pay for lost wages and benefits– Injunctive relief
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Dealing with sexual harassment
• Do not ignore claim
• Employer should designate one official outside employee’s chain-of-command to take complaints
• Employee may feel that officials will more readily believe supervisor’s version
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Dealing with sexual harassment
• Claim taken to those in charge of investigation
• Investigation should be thorough• Meeting between person in charge and
complainant• Witnesses contacted and interviewed
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Dealing with sexual harassment
• Supervisors:– Document incidents– Take steps to stop harassment
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Dealing with sexual harassment
• Remedial measures– Should stop harassment– Correct effect on employee– Ensure that harassment does not recur– Should not adversely affect complainant
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Dealing with sexual harassment
• Remedial measures may include– Oral or written warning or reprimand– Training or counseling for harasser– Monitoring harasser to ensure harassment
stops– Transfer or demotion
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Dealing with sexual harassment
• Other remedial measures include:– Reduction of wages– Suspension– Discharge
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Dealing with harassment
• Victim may need action to restore sense of safe and secure workplace– Restoration of leave taken because of
harassment– Removal of negative evaluations– Reinstatement
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Dealing with sexual harassment
• Additional actions would be:– Apology by harasser– Monitoring treatment of employee to ensure no
retaliation– Correction of any
other harm caused
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Dealing with sexual harassment
• Corrective action should reflect severity of conduct
• Follow-up to ensure harassment has not resumed
• Make sure victim has not suffered retaliation
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Dealing with sexual harassment
• Management required to correct harassment regardless of whether employee files an internal complaint
• Courts look at how employer addresses issue
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Dealing with sexual harassment
• If supervisor or manager aware of occurrence and do nothing, courts may determine that Title VII was violated because conduct was condoned
• Employer may be held liable for supervisor’s lack of response
• Employer responsible for supervisors’ acts
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Employee’s response to sexual harassment
• Say no
• Write a letter
• Document
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Employee’s response to sexual harassment
• Keep work records
• Look for witnesses
• Use company procedures
• File a complaint
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Employee role
• Take action to curb offensive conduct• Be reasonable • Disregard offensive behavior and hope it
stops• Ask harasser to stop• Do not feel at risk of retaliation
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Section IV
Preventing sexual harassment
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Preventing sexual harassment
• Employers take necessary steps to prevent harassment– Raise the subject– Express strong disapproval– Develop appropriate sanctions– Inform employees of their rights– Develop methods to sensitize all
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Preventing sexual harassment
• Preventive program should include:– Explicit policy – clearly communicated– Ensure confidentiality
• Employers should:– Raise subject with all employees– Express strong disapproval– Explain sanctions– Have procedure for resolving complaints
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Preventing sexual harassment
• Sexual harassment not tolerated
• Harassment is illegal
• Have an effective policy
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Preventing sexual harassment
• Effective policy should include– Policy statement– Definition of sexual harassment– Non-retaliation policy
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Preventing sexual harassment
• Effective policy should include:– Procedures for filing a claim– Repercussions for sexually harassing conduct– Statement that employees are obligated to
report sexual harassment
• Policy must be enforced
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Preventing sexual harassment
• Training– Video– Pamphlet– In-class
• Courts may require evidence of training
• Training for new employees and for all when laws change
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Section V
Summary
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Summary of main points
• Definition of sexual harassment
• How to deal with sexual harassment
• How to prevent sexual harassment
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Questions?
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