Albany County School District One PREVENTION OF SEXUAL HARASSMENT Everyone has the right to come to work and perform their job duties in an environment free from sexual harassment PREVENTION OF SEXUAL HARASSMENT ID: 578395
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Slide1
Prevention of SEXUAL HARASSMENT
Albany County School District OneSlide2
PREVENTION OF SEXUAL HARASSMENT
Everyone has the right to come to work and perform their job duties in an environment free from sexual
harassment.Slide3
PREVENTION OF SEXUAL HARASSMENT
Everyone has the right to come to work and perform their job duties in an environment free from sexual harassment
Sexual harassment is a form of sex discrimination. It violates ACSD policy and state and federal law. Slide4
PREVENTION OF SEXUAL HARASSMENT
Everyone has the right to come to work and perform their job duties in an environment free from sexual harassment
Sexual harassment is a form of sex discrimination. It violates ACSD policy and state and federal law.
ACSD does not condone nor tolerate sexual harassment or discrimination against anyone. Slide5
PREVENTION OF SEXUAL HARASSMENT
Everyone has the right to come to work and perform their job duties in an environment free from sexual
harassment.
Sexual harassment is a form of sex discrimination. It violates ACSD policy and state and federal law.
ACSD does not condone nor tolerate sexual harassment or discrimination against anyone.
ACSD employees who engage in conduct which is sexually harassing or who contribute to a hostile, oppressive, intimidating or offensive work environment related to sexual harassment will be subject to disciplinary action, which may include dismissal. Slide6
WHAT IS SEXUAL HARSSMENT?
Sexual Harassment is defined as unwelcome sexual advances, requests for sexual favors,
and/or
other verbal or physical conduct of a sexual nature when:
- submission to such conduct is made explicitly or implicitly a term or condition of employment;
- submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the 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. Slide7
WHAT IS SEXUAL HARASSMENT?
Sexual Harassment is defined as unwelcome sexual advances, requests for sexual favors, and/or other verbal or physical conduct of a sexual nature when:
- submission to such conduct is made explicitly or implicitly a term or condition of employment;
- submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual; or
- such conduct has the purpose of effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
- sexual
harassment can be verbal, non-verbal, physical conduct, or a combination of one or more of these forms. Slide8
PREVENTION OF SEXUAL HARASSMENT
Harassment typically falls
into two
categoriesSlide9
PREVENTION OF SEXUAL HARASSMENT
Harassment typically falls into
three
categories
Hostile work environmentSlide10
PREVENTION OF SEXUAL HARASSMENT
Harassment typically falls into
three
categories
Hostile work
environment
Quid Pro Quo
Slide11
PREVENTION OF SEXUAL HARASSMENT
Harassment typically falls into three categories
Hostile work environment
Quid Pro
Quo
Sex based or same sex harassmentSlide12
PREVENTION OF SEXUAL HARASSMENT
Hostile work environment occurs when unwelcome sexual conduct is so severe or pervasive that it unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile or offensive
work
environment. Slide13
PREVENTION OF SEXUAL HARASSMENT
Hostile work environment can happen in a variety of ways – it could be:Slide14
PREVENTION OF SEXUAL HARASSMENT
Hostile work environment can happen in a variety of ways – it could be
:
Unwanted direct conversation or contact of a sexual
nature
Slide15
PREVENTION OF SEXUAL HARASSMENT
Hostile work environment can happen in a variety of ways – it could be:
Unwanted direct conversation or contact of a sexual
nature
Unwanted e-mails of a sexual natureSlide16
PREVENTION OF SEXUAL HARASSMENT
Hostile work environment can happen in a variety of ways – it could be:
Unwanted direct conversation or contact of a sexual nature
Unwanted e-mails of a sexual nature
Unwelcome jokesSlide17
PREVENTION OF SEXUAL HARASSMENT
Hostile work environment can happen in a variety of ways – it could be:
Unwanted direct conversation or contact of a sexual nature
Unwanted e-mails of a sexual nature
Unwelcome jokes
Unwelcome/inappropriate photos/calendars in the
work
placeSlide18
PREVENTION OF SEXUAL HARASSMENT
Hostile work environment can happen in a variety of ways – it could be:
Unwanted direct conversation or contact of a sexual nature
Unwanted e-mails of a sexual nature
Unwelcome jokes
Unwelcome/inappropriate photos/calendars in the work place
Unwelcome conversations between two or
more people
in the presence of a third party who
is
uncomfortable with the nature of the
conversation
of the othersSlide19
PREVENTION OF SEXUAL HARASSMENT
Hostile work environment can happen in a variety of ways – it could be:
Unwanted direct conversation or contact of a sexual nature
Unwanted e-mails of a sexual nature
Unwelcome jokes
Unwelcome/inappropriate photos/calendars in the work place
Unwelcome conversations between two or more people in the presence of a third party who is uncomfortable with the nature of the conversation of the
others
Provocative/inappropriate dressSlide20
PREVENTION OF SEXUAL HARASSMENT
Hostile work environment can happen in a variety of ways – it could be:
Unwanted direct conversation or contact of a sexual nature
Unwanted e-mails of a sexual nature
Unwelcome jokes
Unwelcome/inappropriate photos/calendars in the work place
Unwelcome conversations between two or more people in the presence of a third party who is uncomfortable with the nature of the conversation of the others
Provocative/inappropriate
dress
Other behavior which is offensive to othersSlide21
EXAMPLES OF HOSTILE WORK ENVIRONMENT
Consistently calling a person a girl, hunk, doll, babe or honey;
Turning work discussions into sexual topics;
Repeatedly asking out a person who is not interested;
Consistently looking a person up and down (elevator eyes); and
Giving letters, gifts and/or materials of a sexual nature. Slide22
PREVENTION OF SEXUAL HARSSMENT
The basic guideline
is:
Could
the behavior in question reasonably be viewed as offensive, and if so, was someone offended? Slide23
VERBAL HARASSMENT
Examples of verbal harassment may
include, but are not limited to:
Calling a person a girl, hunk, doll, babe, honey, sweetie, etc.
Whistling at someone or cat calls
Making sexual innuendoes
Turning work discussions to sexual topics
Telling sexual jokes or stories
Asking about sexual fantasies, preferences, or history
Asking personal comments about a person‘s clothing, body, or looks
Repeatedly asking out a person who is not interested
Making kissing sounds, howling, smacking lips
Telling lies or spreading rumors about a person‘s sex lifeSlide24
NON-VERBAL HARASSMENT
Examples of Non-Verbal Harassment may
include but are not limited to:
Looking a person up and down (elevator eyes)
Staring at someone
Blocking a person‘s path; restricting, hindering the other person‘s movements
Following the person
Displaying sexually suggestive visuals, artifacts, items
Displaying sexual and/or derogatory comments about men/women on coffee mugs, hats, clothing, etc.
Making facial expressions, such as winking, throwing kisses, or licking lips
Making sexual gestures with hands and/or body movements
Giving letters, gifts, and or materials of a sexual nature
Hanging around a person
Invading a person‘s body space; standing closer than appropriate or necessary for the work being doneSlide25
PHYSICAL HARASSMENT
Examples of Physical Harassment may
include but are not limited to:
Touching the person‘s clothing, hair, or body
Hugging, kissing, patting, and stroking. Massaging a person‘s neck, shoulders, etc.
Touching or rubbing oneself sexually around or in the view of another person
Brushing up against a person
Patting, goosing, caressing, or fondling
Gestures/sounds: making sexual pleasure/desire/groaning sounds; gestures that nonverbally describe/draw/sexual parts of the anatomy
Tearing/pulling/yanking a person‘s clothing
Exposing oneselfSlide26
PREVENTION OF SEXUAL HARASSMENT
What does UNWELCOME mean?
According to federal guidelines, conduct must be unwelcome
in
the sense that the employee did not solicit or incite it, and in the sense that the employee regarded the conduct as undesirable or offensive
.
There is a distinction between conduct that is invited, uninvited-but-welcome, offensive-but-tolerated, and flatly rejected.
If the individual willingly participates, it may not be seen as unwelcome
.
Some sexual conduct is so blatant that it is inherently offensive and unwelcome. Slide27
PREVENTION OF SEXUAL HARASSMENT
What should you do if you feel a hostile work environment exists?
The answer depends on a few
factors:
How overt are the actions which have
occurred?
Whether you are the recipient, a witness or the harasser. Slide28
PREVENTION OF SEXUAL HARASSMENT
If you are the RECIPIENT:
Don’t
put up with behavior which causes you to feel uncomfortable and which you deem as inappropriate.
If you know the person well enough to speak to him/her directly and are comfortable doing so, then confront the person and let him/her know that the behavior is offensive and you want it to stop.
Keep
records, write down dates, times, places and witnesses to what happened. If you receive any notes, emails or written letters from the harasser, keep them. Slide29
PREVENTION OF SEXUAL HARASSMENT
If
talking with the harasser
is unsuccessful, then notify your
immediate supervisor or contact the Assistant Superintendent for Human Resources and Quality Learning.Slide30
PREVENTION OF SEXUAL HARASSMENT
On the other hand, if what is happening is more overt
in nature,
or if, for any reason, you are not
comfortable
speaking to the individual yourself, then
notify
your immediate
supervisor.Slide31
PREVENTION OF SEXUAL HARASSMENT
After you have spoken to your immediate supervisor, should any subsequent acts occur, or should you feel you are subjected to anything which could be construed as retaliatory in nature, then contact your immediate supervisor or contact the Assistant Superintendent for Human Resources and Quality Learning.Slide32
PREVENTION OF SEXUAL HARASSMENT
If you are a WITNESS:
Contact
your immediate supervisor or the
Assistant Superintendent for Human Resources and Quality Learning immediately. ACSD will take it seriously.
Keep records. Write down dates, times, places and names of others that witnessed the harassment. ACSD will investigate the allegation and take prompt, effective action to correct the problem. Slide33
PREVENTION OF SEXUAL HARASSMENT
If you are the HARASSER:
What should you do if someone speaks with you about your own behavior and how it is offending
him/her
?
STOP THE BEHAVIOR!
SEEK HELP!
ACSD
has an employee assistance
program.Slide34
PREVENTION OF SEXUAL HARASSMENT
Remember, the question isn’t rather or not you would view your own behavior as offensive – the question is whether or not someone else has become offended and if someone is speaking to you about your behavior then obviously they have been offended and you need to
stop.
The harasser’s intent is irrelevant when evaluating his or her
conduct.
The conduct is evaluated from an objective “reasonable person” standard: whether a person in similar circumstances would have found the conduct to be so severe or pervasive that it created a hostile
environment.Slide35
PREVENTION OF SEXUAL HARASSMENT
The
second
form of sexual harassment is much less common and much more
serious
Quid
Pro Quo is a Latin term which means
“something
for
something” or “this for that.” Slide36
WONDERING IF YOUR BEHAVIOR IS INAPPROPRIATE
Ask yourself:
–Would I mind if someone treated my wife/husband, partner, girlfriend/boyfriend, mother/father, sister/brother, or daughter/son this way?
- Would I mind if this person told my wife/husband, partner, girlfriend/boyfriend, mother/father, sister/brother, or daughter/son about what I was saying or doing?
–Would I do this if my wife/husband, partner, girlfriend/boyfriend, mother/father, sister/brother, or daughter/son were present?
–Would I mind if a reporter wanted to write about what I was saying or doing?
–If I ask someone for a date, and the answer is
no,
do I keep asking?
–If someone asks me to stop a particular behavior, do I get angry and do more of the same behavior instead of apologizing and stopping?
–Do I tell jokes or make
funny
remarks involving the opposite sex and/or sexuality?
If the answer to any of these questions is yes, the chances of the behavior being considered sexual harassment are very high. Because such behavior is likely to be a high risk, if you have to ask, it is probably better not to do it.Slide37
PREVENTION OF SEXUAL HARASSMENT
The
second
form of sexual harassment is much less common and much more
serious.
Quid Pro Quo is a Latin term which means
“something
for
something” or “this for that”
In essence it is the promise of employment or job
advancement
in exchange for sexual favors or it is the
denial
of employment or the withholding of job
advancement
or other job benefits unless sexual
favors
are
providedSlide38
PREVENTION OF SEXUAL HARASSMENT
The other form of sexual harassment is much less common and much more serious
Quid Pro Quo is a Latin term which means
“something
for
something” or “this for that”
In essence it is the promise of employment or job advancement in exchange for sexual favors or it is the denial of employment or the withholding of job advancement or other job benefits unless sexual favors are provided
If you are subjected to this type
of
harassment report it to the Assistant
Superintendent
for Human Resources and Quality
Learning immediatelySlide39
EXAMPLES OF QUID PRO QUO HARASSMENT
A manager tells her employee that she will give him a raise if he goes on a date with her.
A teacher‘s assistant tells a student he will score the student higher on a test if she will kiss him.Slide40
PREVENTION OF SEXUAL HARASSMENT
Sex-based harassment:
This is also a less common form of harassment in which the harassment does not involve sexual activity and/or language. Nonetheless, the behavior could rise to a policy violation if it is sufficiently patterned or pervasive and directed at employees because of their gender.
An example would be that a female professor tells sexist jokes during class on a regular basis as a teaching method.Slide41
PREVENTION OF SEXUAL HARASSMENT
Same Sex Harassment:
This is also a less common form of harassment which does not involve sexual activity and/or language. It involves sexual harassment between individuals of the same gender.
An example of same sex harassment would be a male supervisor promotes a male candidate over a female candidate solely based on her gender despite the female having more experience and qualifications.Slide42
RETALIATION
ACSD does not retaliate against any individual for filing or encouraging one to file a complaint of discrimination, participating in an investigation of discrimination or opposing discrimination.
ACSD does not tolerate coercion, intimidation, threats or interference in the exercise of another employee’s rights or encouragement of someone else’s exercise of rights. Slide43
PREVENTION OF SEXUAL HARASSMENT
In closing:
E
veryone
has the right to attend work and perform their job assignments in an environment free
from
harassment.Slide44
PREVENTION OF SEXUAL HARASSMENT
In closing:
Everyone has the right to attend work and perform their job assignments in an environment free from
harassment.
No form of sexual harassment is tolerated at ACSD.Slide45
PREVENTION OF SEXUAL HARASSMENT
In closing:
Everyone has the right to attend work and perform their job assignments in an environment free from
harassment.
No form of sexual harassment is tolerated at ACSD
.
Make sure you are not behaving in a manner which may be construed as offensive to
others.Slide46
PREVENTION OF SEXUAL HARASSMENT
In closing:
Everyone has the right to attend work and perform their job assignments in an environment free from
harassment.
No form of sexual harassment is tolerated at ACSD.
Make sure you are not behaving in a manner which may be construed as offensive to
others.
If
someone speaks to you about your behavior then listen to them and stop whatever it is that you are
doing. Slide47
PREVENTION OF SEXUAL HARASSMENT
In closing:
Everyone has the right to attend work and perform their job assignments in an environment free from
harassment.
Make sure you are not behaving in a manner which may be construed as offensive to
others.
If someone speaks to you about your behavior then listen to them and stop whatever it is that you are
doing.
If you are subjected to behavior which is offensive to you then either speak to the person or report the behavior to your supervisor or the Assistant
Superintendent.