Transcript Sexual Harassment Training - River Valley Human Resource

Conducting Harassment Prevention
Training and
Harassment Investigations
Presented by
Ron Page
Human Resources Consultant
CGI Employee Benefits Group
(c) CGI Employee Benefits Group
2008
What do you want to know?
(c) CGI Employee Benefits Group
2008
Agenda
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Harassment Training Trends
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Business skills vs. job skills
General harassment
Need for training
Investigations
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Handling complaints properly
Who to involve
Train supervisors
(c) CGI Employee Benefits Group
2008
Ground Rules
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Training environment
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It’s all about me!
For this training to be helpful, I need to _______.
Talk about specific people after with trainer or HR.
Keep confidences.
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2008
Harassment Prevention Training
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Determine your audience
Develop content
Review policies
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EEO
Sexual harassment
Respectful workplace
Safety
Internal or external resources
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2008
Where to Start?
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Who’s who?
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2008
Making the Team Machine
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Different individuals
Different backgrounds
Different experiences
Different viewpoints
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2008
Tell me About This Company
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2008
What Makes a Good Place to Work?
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Provide a work environment where employees:
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Are treated with respect,
Are treated fairly, and
Feel safe.
Without this employees will look for jobs elsewhere.
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2008
Why are we here?
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It is our responsibility to provide a safe
environment.
Harassment continues to be a problem in the
workplace.
Need to be vigilant in preventing harassment
from occurring.
(c) CGI Employee Benefits Group
2008
Training Objectives
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Understand what harassment is.
Know how to deal with it.
Learn that it may be unlawful.
Understand that it will not be tolerated.
Know how complaints are handled.
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2008
What is Harassment?
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A form of discrimination.
Behavior that is both unwelcome and
offensive.
Severe and pervasive.
Verbal, Non-Verbal, Physical
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2008
Definition of Legal Harassment
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Unwelcome comments or other conduct
that…
– Affects employment decisions.
– Interferes with work performance.
– Creates an intimidating, hostile or
offensive work environment.
“Quid Pro Quo”
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2008
Protected Classes
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Age
Race
Color
Sex and sexual orientation
National Origin
Religion
Citizenship
Marital Status
Disability
Veterans Status
(c) CGI Employee Benefits Group
2008
Types of Behavior – Is It or Isn’t It?
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Unwanted advances.
Racial or religious jokes.
Comments on ethnic background.
Talking about sexual topics.
Displaying suggestive objects, pictures, or
cartoons.
Leering, whistling, and suggestive comments.
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2008
General Guideline
Would
you say it or do it in front of:
Your Parent?
Your Child?
Your Significant Other?
If you would not, than you probably should not.
(c) CGI Employee Benefits Group
2008
What if you feel you are being
harassed?
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Tell the person.
Tell your supervisor.
Tell human resources.
Tell someone.
(c) CGI Employee Benefits Group
2008
Employee’s Role
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Do:
– Speak up and tell the person you do not
like their behavior and to stop.
– Request what you want by saying :
 What
the behavior is that bothers you.
 How it makes you feel.
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Go to a supervisor or human resources.
(c) CGI Employee Benefits Group
2008
Employee’s Role
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Don’t:
– Assume it will go away if you ignore it.
– Try to deal with severe harassment alone.
– Participate in inappropriate behavior.
– Allow someone else to treat people poorly.
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2008
If a Complaint is Made
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It will be taken seriously.
It will be investigated promptly.
Interviews will be conducted to gather
information.
Findings will be based on fact.
Action will be taken to stop harassment if it is
determined it has occurred.
(c) CGI Employee Benefits Group
2008
Summary
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People want a work environment where they
are treated with respect.
Where they are treated fairly.
Where they feel safe.
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2008
Management Responsibility
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What can you do to Prevent and Stop harassment?
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Take it seriously
Deal with it directly and immediately
Understand the how to handle a complaint
Maintain open door policy
Be aware of the work environment
Communicate with your employees
Set an example
Act when you know or should have known.
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2008
When an Employee Complains
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Get Specifics
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Who?
What?
When?
Where?
How?
Get Help
Document, document, document
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2008
Did I Say…..
 Document!
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2008
Less Severe Problem
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Coach employee on do’s and don'ts.
Provide education.
Follow up with employee.
Monitor situation.
Involve HR if situation is not resolved.
Document.
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2008
More Severe Situations
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Consult with HR to determine action plan:
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Who will conduct investigation?
Who does interviews?
Review policy and personnel files.
Make determination.
Determine if discipline or other action is
warranted.
Follow-up with complainant and harasser.
(c) CGI Employee Benefits Group
2008
Prevention Steps
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A good policy
Education
Acting appropriately
Commitment
Be aware and lead by example
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2008
Investigations
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Initial Steps
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Acknowledge complaint.
Relay intent to investigate promptly.
Create action plan.
Determine if interim action needed.
Do I need help?
(c) CGI Employee Benefits Group
2008
Investigations
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Set up “Confidential Investigative File”
Determine if there may be physical evidence
that needs to be protected.
Coordinate efforts with supervisor.
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2008
Conduct Interviews
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Complainant
Witnesses and others.
Subject of complaint.
Additional witnesses and follow-ups.
In person – by phone.
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2008
Preparation
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Prepare outline of questions.
Conduct in private.
If possible, have another member of
management present.
Use open-ended questions.
Limit to business related matters.
Let employee tell the story.
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2008
Investigative Technique
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Journalistic approach
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Who was involved?
What happened?
When did it happen?
Where did it happen?
How did it happen?
Focus on facts
Attempt to get a written statement, but don’t
insist.
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2008
The Interview
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Purpose – Need their help.
Confidential nature.
No retaliation and report any attempts.
General to specific questions.
Ask employees for others that can corroborate
information.
From victim – What would they like to see happen?
Need for follow-up.
Review and have sign interview summary.
(c) CGI Employee Benefits Group
2008
Things to Avoid
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Detain or restrict employees.
Make accusations or “brow beat.”
Disclose more than a need to know.
Lead a witness.
Promise confidentiality.
Jump to conclusions.
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2008
Did I Say…..
 Document
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2008
Review Documentation Then Act
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Policies
Personnel files
Prior investigations
Investigation findings
Make determination based on facts:
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Substantiate or refute allegations.
No determination.
Take action when appropriate.
(c) CGI Employee Benefits Group
2008
Level of Proof Needed
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“Prove it!”
“I’ve got a feeling.”
“She’s believable.”
“There’s a smidgen of truth.”
“It’s more likely than unlikely.”
“It’s a no brainer.”
(c) CGI Employee Benefits Group
2008
Taking Action
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Determine level of action:
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Form education up to termination.
Consult legal advice if warranted.
Meet with employee to explain action being
taken and reason.
Close the loop with complainant – general
terms.
Remind about retaliation or further problems.
Record action taken in employee’s file.
(c) CGI Employee Benefits Group
2008
Write up Findings
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State the complaint.
Summarize investigation:
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Indicate those interviewed
Indicate records reviewed
State findings – Did the behavior violate
company policy?
(c) CGI Employee Benefits Group
2008
Follow-Up
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Check in with complainant.
Check in with supervisor.
Monitor work area.
(c) CGI Employee Benefits Group
2008
Summary
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You’re good to go!
Questions???
(c) CGI Employee Benefits Group
2008