Transcript With All Due Respect - Edge Training Systems

With All Due Respect
Promoting A Respectful
Workplace
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Course Agenda
Welcome & Introductions
Building Blocks Of Respect
Recognizing Harassment
Stop Workplace Harassment
Behaving In A Respectful Manner
Promoting A Respectful Workplace
Summary/Debrief
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Course Objectives
After Today’s Session, You Will Be Able To…
Familiarize Yourself With Policies & The Law
Recognize The Many Types Of Harassment
Examine Your Role In Preventing Harassment
Understand What Is Expected Of You
Learn Ways To Deal With Harassment
Foster A Respectful Work Environment
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Pre-Assessment Quiz
Let’s Take An Assessment
To Check For Knowledge
Please Refer To Your
Workbook Page #25
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With All Due Respect
As You Watch The Video
Take Note Of The Variety Of Different
Types Of Harassment
You Will Be Asked To Repeat This Before
End of Workshop
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Building Blocks
The Respectful Workplace
Appreciating Diversity
Accepting Differences
Equality
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Respectful Workplace
Equality The foundation of a respectful
workplace.
Accepting Differences We must learn to
accept people who are different from us
Appreciating Diversity We must learn to
value people who are different from us
The Respectful Workplace This is a place
of mutual respect for all employees
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Harassment In Our Workplace
 Have you ever observed disrespectful or
harassing behavior?
 What did you do about it?
 Stop harassment before it starts
 What is our policy on harassment?
 Who in our organization can help you
with this?
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Equal Employment Opportunity
1963
Equal Pay Act
Protects men and women who perform equal
work in the same establishment from sex-based
wage discrimination
1964
Title VII of the Civil
Right Act
Prohibits employment discrimination based on
race, color, religion, sex, or national origin
1967
Age Discrimination In
Employment Act
Protects individuals who are 40 years of age or
older
1973
Sections 501 & 505 of
Rehabilitation Act
Prohibits discrimination against qualified
individuals with disabilities who work in federal
government
1990
Title I & V Americans
with Disabilities Act
Prohibits employment discrimination against
qualified individuals with disabilities in the private
sector
1991
Civil Rights Act
Provides monetary damages in cases of
intentional employment discrimination
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Sexual Harassment
Quid Pro Quo Sexual Harassment
A term meaning “this for that”, and refers to
sexual harassment involving threats or rewards.
A quid pro quo charge occurs when a tangible
employment decision, such as a pay increase, a
promotion, or continued employment, is based
on some form of unwanted sexual conduct.
This kind of sexual harassment can only be
committed by supervisors, managers, or others
in authority.
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Sexual Harassment
Unwelcome Sexual Advances, Requests For Sexual Favors,
And Other Verbal Or Physical Conduct Of A Sexual Nature.
Sexual Harassment Has Occurred
If One Of The Following Three Criteria Is Met;
 Condition Of One’s Employment
 Used For Employment Decisions
 Creates An Offensive Work Environment
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Hostile Work Environment
The most common kind of sexual harassment is
called “hostile environment.”
This occurs when a co-worker, supervisor, or
anyone else with whom the employee comes
into contact with on the job, creates an abusive
work environment or interferes with the
employee’s work performance because of the
victim’s gender.
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Hostile Work Environment
Exists If The Following Can Be Shown;
 Subject to a work environment in which there
were sexual advances, requests for sexual
favors, or other verbal or physical conduct of a
sexual nature
 That the conduct was unwelcome
 That the conduct was severe or pervasive to
alter the conditions of the victim’s employment
and create an abusive working environment
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Laws Governing Harassment
 Title VII Of The Civil Rights Act Of 1964
Prohibits Discrimination Based On;
 Race, Color, Religion, Sex Or National Origin.
 Other Federal And State Laws Prohibit
Further Types Of Discrimination Or
Harassment, Such As:
 The Age Discrimination In Employment Act Of 1967
 The Americans With Disabilities Act Of 1990
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Harassment Is…
Verbal Or Physical Conduct That Denigrates Or Shows Hostility
Or Aversion Toward An Individual Based On That Person’s:
Race
Color
National origin
Citizenship
Religion
Gender
Marital status
Sexual orientation
Age
Disability
Any other
characteristic
protected by law
Denigrate: To Belittle The Character Of; Defame.
Aversion: An Intense Dislike.
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Harassing Conduct Is...
Abusive words or phrases, slurs or
negative stereotyping
Threatening, intimidating or hostile acts
Put-down jokes
Written or graphic material that shows
hostility or aversion to an individual or
group
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Whose Responsibility?
 Source We need to make certain our actions
promote respect & equality
 Target If we are the target of disrespectful
behavior, we need to let that person know
 Observer If we observe it, it is our responsibility
to stop it immediately
 Person In Authority Any person in
authority has a duty to stop harassing behavior
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What is Expected Of Us?
 Behave Respectfully Ourselves
 Treat others with respect
 Challenge Disrespectful Behavior
 Do not participate, stop it
 Report Harassment Immediately
 Report any incidents to management
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Promoting Respect
What You Can Do…
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Set a good example
Be familiar with procedures
Raise the subject with your employees
Let others know when their behavior is offensive
Do not participate in, but stop the behavior
Don’t allow offensive items to be in your area
Don’t place yourself in compromising situations
Never retaliate or allow retaliation
Performance Review
 What Type Of Sexual Harassment
Would This Be?
 How Should The Subordinate
Respond?
 Should She Report The Incident?
 Why Or Why Not?
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More Than I Want To Know
What Is Wrong With Jeff’s
Behavior?
What Should Jeff Do Now?
What Should Jan Do If Jeff Does
Not Stop His Behavior?
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The New Guy
Does It Matter What The New
Guy’s Sexual Orientation Is When
Determining Whether Or Not This
IS Harassment?
How Would You Respond To This?
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Special Delivery
Can Outside Vendors Sexually
Harass Employees?
What Should The Receptionist Do
In This Situation?
Assume The Receptionist Reports
This To Her Supervisor, What
Should Her Supervisor Do?
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Wild Wild Web
Are These Men Aware Of The
Impact They Have On Others?
What Is Their Impact On Others?
Does Their Intent Matter?
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Believe It Or Not
Do Any Boundaries Exist Between
Our Personal Religious Life & Our
Work Life?
How About Political Affiliation?
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Legal Review Of The Laws
Title VII of the Civil Rights Act of 1964

Prohibits discrimination based on race, color,
religion, sex, or national origin
Pregnancy Amendments To Title VII

This prohibits discrimination against females
who are pregnant or suffering from pregnancyrelated conditions.
Civil Rights Act of 1991

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Provides monetary damages in cases of
intentional employment discrimination
Legal Review Of The Laws
Age Discrimination In Employment Act of
1967

Prohibits employment discrimination against
individuals who are age 40 or older
Americans with Disabilities Act of 1990

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Prohibits employment discrimination against
qualified individuals with disabilities to
employers with 15 or more employees
Legal Review Of The Laws
Health Insurance Portability and
Accountability Act (HIPAA) of 1996

Title I of HIPAA protects health insurance
coverage for workers and their families when
they change or lose their jobs.
Family Leave Medical Act (FMLA) of
1993

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Eligible employees may take up to 12
workweeks of leave during any 12-month
period
Retaliation Is Illegal
Retaliation

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An employer may not fire, demote,
harass or otherwise "retaliate"
against an individual for filing a
charge of discrimination,
participating in a discrimination
proceeding, or otherwise opposing
discrimination.
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What Questions
Do You Have?
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