workplace harassment what supervisors need to know
TRANSCRIPT
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Workplace Harassment
What Supervisors Need to Know
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Session ObjectivesYou will be able to:• Understand the requirements of the law and
company policy• Identify incidents of workplace harassment• Handle complaints and participate in
investigations effectively• Take appropriate corrective action against
incidents of harassment in your department
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What You Need to Know•What harassment is and why it is a problem• Company policy against harassment• Procedures for dealing with harassment• How to investigate incidents and determine
whether harassment has occurred• Proper action to stop harassment and
correct its effects
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Why You Should Be Concerned•Workplace harassment is a serious problem• Complaints are rising• Harassment takes many forms
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What Is Harassment?• Harassment is
unwelcome behavior directed at a member of a protected group• Harassment usually
involves a pattern of behavior• Harassment is a form
of illegal discrimination
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What Is Harassment? (cont.)
• Harassment is often blatant• Harassment can also
be subtle• Behavior short of illegal
discrimination
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What Harassment Is Not• Occasional teasing• Offhand comments• Isolated incidents that
are not extremely serious
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When Is It Harassment?• One extremely serious
incident• Intimidating, hostile,
offensive environment
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When Is It Harassment? (cont.)
• Unreasonable interference with work performance• Negative effect on
an individual’s employment opportunities• Harassment of those
who do not conform
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Employer Liability• Preventing liability• Conduct of supervisors and managers
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Employer Liability (cont.)
• Conduct of co-workers• Conduct of nonemployees
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Harassment Policy• Familiarize yourself
with the policy• Explain the policy to
employees
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Harassment Policy (cont.)
• Enforce the policy strictly• Review the policy
periodically and following any incidents
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Harassment in the Workplace• Do you understand the
information in the previous slides?
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Verbal Harassment• Threats• Intimidation• Offensive language,
slurs, or derogatory comments• Graffiti• Jokes• Circulating insulting
stories or rumors about a person
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Nonverbal Harassment• Staring• Standing over
someone in an intimidating manner• Displaying or
circulating offensive pictures, cartoons, or objects• Singling out members
of protected groups for unfavorable treatment
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Handling Employee Complaints• Encourage reporting• Never ignore a
complaint• Report complaints to
your boss and/or designated person• Understand that
employees are allowed to bypass the normal chain of command
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Handling Employee Complaints (cont.)
• Strike a balance between the need for confidentiality and the need to investigate• Protect everyone’s
rights
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Dealing with Minor Incidents• Determine the exact
nature of the incident• Counsel the alleged
harasser informally• Reassure the victim• Monitor the situation
carefully
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Participating in An Investigation• Is an investigation
necessary?• How long will it take?• What intermediate
measures may be necessary?• How should the
investigation be conducted?
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Questions During The Investigation• Questions to ask the
person making the complaint
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Questions During The Investigation (cont.)
• Questions to ask the alleged harasser• Questions to ask
witnesses
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Assessing Credibility• Plausibility• Demeanor•Motive to falsify• Corroboration• Past record
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Has Harassment Occurred?•Making a determination•When no determination is possible• Filing a report• Informing the parties
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Taking Corrective Action• Consult your manager
before taking action• Implement effective
remedial measures• Balance competing
concerns
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Taking Corrective Action (cont.)
• Make certain the victim is not adversely affected • Stop the harassment
and ensure that it does not recur
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Taking Corrective Action (cont.)
• Correct the effects of the harassment• Follow up to make sure the problem is
solved
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Your Role in Dealing with Harassment• Do you understand the
information presented in the previous slides?
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Diversity—Challenge and Opportunity• Recognize that the
problem is likely to grow• Understand that
harassment interferes with good work relationships• Encourage employees
to recognize the benefits of diversity• Promote a fair and
diverse workplace
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Key Points to Remember• Illegal harassment is unwelcome behavior
directed at a person because of race, color, religion, national or ethnic origin, age, or sex• No rude, insensitive, or abusive behavior
should ever be tolerated• You play a critical role in identifying
harassment, investigating incidents, taking corrective action, and enforcing company policy