HEALTHY EMPLOYEES SUCCESSFUL ORGANIZATION Brought to You By CorpCare Employee Assistance Program Harassment Poisons Increases turnover Reduces employee morale and productivity ID: 464038
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Creating a Positive Work Environment
HEALTHY EMPLOYEES SUCCESSFUL ORGANIZATIONSlide2
Brought to You By:
CorpCare Employee Assistance ProgramSlide3
Harassment Poisons
Increases turnover
Reduces employee morale and productivityHurts the company’s reputation Reduces profitabilitySlide4
Harassment
Sexual
DiscriminationIntimidationPut-downsCoercionInterferenceSlide5
Sexual Harassment:
Definition
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.Slide6
What Is Sexual Harassment?
Unwelcome and Unwanted
Harmful Illegal Slide7
Types of Sexual Harassment
Quid Pro Quo
Hostile Environment Slide8
Sexual Harassment or Good, Clean Fun?
Extremely serious
Prevalent in the workplace todayLess than 13% of harassment is actually reported, which means 87% of harassment is never addressed. Some companies do not regard sexual harassment as a legitimate offense and treat it lightly. Slide9
Harassment Comes in Many Forms
Gender, sexual, race, ethnicity, religion, disabilities.
From supervisors, co-workers, suppliers, customers, business partners, strangers, etc. Happens in the office, at field worksites, on the workplace premises, on the way to and from worksites, etc. Employers and managers/supervisors have a legal duty to prevent employees from being harassed. In some instances, "not knowing" is not a legal defense. Slide10
Hostile Environment May Exist
Hostile environment may exist when an employee is harassed under any of the circumstances before discussed
Slide11
What Constitutes a Hostile Environment?
Anything that creates:
FearIntimidatesOstracizesPsychologically or physically threatensEmbarrasses, ridiculesOr in some other way unreasonably over burdens or precludes an employee from reasonably performing his/her work. Slide12
Frequently Asked Questions
What About Teasing, Flirting and Bantering Between Co-Workers?
What are Examples of Sexual Harassing Conduct?What if an Employee Complies?Can One Incident Constitute Sexual Harassment?Slide13
More Questions
What About Same Sex Harassment?
What are the Time Limits for Filing a Charge?Can my Employer Retaliate Against Me for Filing with the EEOC?Slide14
The
effect
is the issue, not the intentSlide15
Responding to Harassment
Make your feelings known to harasser
Record specificsReportCall the EAP for assistance & directionSlide16
Witnessing Harassment
Approach the victim, offering support
Encourage victim to express feelings to harasserRecord what you see or hearOffer support in reporting to companyFollow company policy on reportingSlide17
Why It’s Not Reported
Fear of not being taken seriously
Fear of stirring up troubleFear of retaliationFear of losing financial futureFear of losing self-respectFear that they are the one to blameSlide18
Manager/Supervisor Responsibility
Be proactive; pay attention; monitor the worksite; look and listen for potential problems.
Reach out and inquire if you sense a problem. Take each and all complaints and reports seriously. Slide19
Manager/Supervisor Responsibility
Look into complaints, rumors, etc., immediately.
Know your policies and procedures. Involve others with a need to know, such as your supervisor and your HR representative. Slide20
Manager/Supervisor Responsibility
Don’t overreact; be sensitive to individuals; be tactful, and don’t jump to conclusions or accusations.
Determine the scope and scale and consult with your supervisor and HR representative on possible investigative and documentation steps. Communicate with involved parties, your supervisor and HR representative, but protect privacy and confidentiality rights. Stay connected, watch extra closely and follow through as needed until the issue is closed. Slide21
Each incident must be evaluated on its own particulars and must be handled accordingly.
Each incident will be unique.
The key is don’t avoid and don’t overreact. COMMUNICATE!!Slide22
Newton County PolicySlide23
Sexual Harassment Quiz
1. Sexual harassment is an expression of sexual desire.
2. It’s considered sexual harassment if your supervisor continuously leers at your body and makes unwelcome graphic comments about your body that embarrass you.3. There are local, state, and federal laws designed to protect employees from sexual harassment.Slide24
Sexual Harassment Quiz
(Con’t)
4. There is a particular personality type that characterizes most harassers.5. Sexual harassment does not have an effect on those who are not directly involved.6. Sexual harassment is often a misuse of power that makes someone feel uncomfortable and can be done to influence a person’s actions.Slide25
Sexual Harassment Quiz
(Con’t)
7. Responding quickly to unwelcome sexual conduct is the best way to prevent sexual harassment from escalating.8. A person can be terminated because he or she signs a statement saying he or she witnessed the accused sexually harassing another co-worker.9. Pay records, job assignments, promotions, transfers, and performance appraisals can be used for the investigation of a sexual harassment case.Slide26
In addition to the costs associated with legal liability, harassment has a profound negative effect on individuals, inflicting emotional stress.
EffectsSlide27
Striking the balance between a fun and compliant workplace is a challenge, but with effective policies and procedures it can be achieved.
BalanceSlide28
Personal ResponsibilitySlide29
JUST DON’T
DO IT!Slide30
“CorpCare believes that a healthy employee creates a successful company.”
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