Transcript Prism Hotels & Resorts

Prism Hotels &
Resorts
PREVENTING HARASSMENT IN THE WORKPLACE
Introductions
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Name
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Department
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Length of time as Manager/Supervisor
Ground Rules
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Professional & respectful
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No cell phones, tables, iPds (turn on silence or off)
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Attend the entire presentation and participate
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No discussions of current or past incidents
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Complete and attend the entire presentation
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Lead by example
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Be familiar with leadership expectations & Prism’s policies
Session objectives
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Understanding of laws and harassment
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Prism’s policies and expectations
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Harassment unlawful & unprofessional conduct
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Reporting and compliant process
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Investigations
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Retaliation
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Your role as supervisor and manager
Manager’s role
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Responsibilities as leader
Harassment
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Why is harassment an issue in the workplace?
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What do you know about the law?
Understanding the Law
Title VII and the EEOC
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Title VII prohibits employment discrimination based on race, color,
religion, sex and national origin. In addition, section 102 of the Civil
Rights Act (CRA) amends the revised statutes by adding a new section
to provide for the recovery of compensatory and punitive damages in
cases of intentional violations of Tile VII, Americans with Disabilities 1990
and section 501 of the Rehabilitation Act of 1973
Protected classes by law and our policy
Color
Citizen status
Genetic
discrimination
Religion
Ancestry
Transgender
National Origin
Pregnancy
Sex
Sexual orientation
Gender identity /
expression
Gender
Veteran status
Disability
Age
Marital status
Protected status
of relatives, friends
or associates
Citizenship
Retaliation
Race
Prism’s Policies
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Harassment Policy
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Personal /family relationships in the workplace
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Inappropriate conduct
Harassment
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It is illegal
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It is a form of discrimination
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The conduct violates our policies
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It creates a negative work environment
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Financial impacts the Company and an individual
Types of harassment
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Hostile work environment
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Quid pro quo
Hostile work environment
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Offensive to a reasonable person
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Unwelcome
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Offensive physical, visual or verbal conduct
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Severe
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Pervasive
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Egregious behavior / physical attack or isolated incident
It results in a pattern of conduct
It affects and impacts a protected class
Quid pro quo
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Behavior is initiated or perpetrated by management
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Supervisor, manager, director or above
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Involves a tangible work action
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Submission to sexual advance or conduct, explicit or implicit
Tangible work action
Schedule
Promotions
Performance reviews
Awards
Salary / wage
Recognition
Desired assignment
Demotions
Exclusion of assignments
Discipline
Preferences on treatment
Threats
Benefits
Transfer
Employment Conditions
Where does harassment occurs?
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At work
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Off premises
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When management or supervisors are not
present
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Work travel
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Social events
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After-work non sponsored happy hours or
social gatherings
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Public areas
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Associate guest areas
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Guest rooms
Inappropriate conduct
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Touching
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Visual posters
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E-mail
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Photographs
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Cartoons
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Repeated requests
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Inappropriate language
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Intimidation
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Physical expressions (looks, leering)
Complaint process
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All Inappropriate conduct should be reported to:
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HR
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GM
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Executive
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Corporate
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Supervisor
Investigation
Confidentiality to the extend needed to conduct the investigation
How to determine if harassment occurs
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Eye of the beholder
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Reasonable person’s point of view
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Intentional or unintentional
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Not subject to policy interpretation
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Perception of welcome vs unwelcome
Harassment Vs. Inappropriate Conduct
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It is offensive
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Violates our code of conduct policy
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It violates our harassment policy
Any unprofessional or inappropriate conduct that violates our policy, whether
involves harassment or not, will lead to disciplinary action up to termination
Retaliation
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It is not tolerated
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Must be reported
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It can occur on or off premises
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Consequences are serious, often leading to employment
termination
Consequences of inappropriate conduct
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Disciplinary action
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Employment termination
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Personal reputation and credibility
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Personal liability
Practice
True
Or
False
Manager’s responsibilities
If you receive a compliant
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Listen to the associate and don’t agree or disagree
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Don’t provide guidance and don’t reach conclusions
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Tell the associate the situation will be investigated
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Tell the associate you will follow up
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Ensure inappropriate conduct stops
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Report it to GM, HR or Corporate- Immediately!
A formal complaint is not needed
What we expect from you
Professional
Engage in conduct that is work appropriate on or off premises
Engage in conduct that does not violate our policies
Prevention and early intervention is the best way to maintain an environment free
from inappropriate and illegal harassment
Reflections
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Reviewing our management roles from our exercise
Thank you