Transcript Welcome! Please be sure to take the PreTraining Survey, “What Do I Know About Sexual Harassment?”, before continuing with the presentation.

Welcome!
Please be sure to take the PreTraining Survey, “What Do I Know
About Sexual Harassment?”,
before continuing with the
presentation. The survey can be
accessed through the Human
Resources Home Page on the
Intranet.
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Awareness
and
Prevention
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a few reminders:

If you need to stop in the middle of the
presentation, you will need to end the
presentation.

When you are ready to start again, you will
have to start at the beginning of the
presentation.
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PRE-TRAINING SURVEY: QUESTIONS
AND ANSWERS
Please compare your answers to
those given on the following pages.
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Question/Answer #1
Sexual Harassment in the workplace is a
form of workplace discrimination.

Sexual harassment is illegal discrimination
that creates an unpleasant, disrespectful,
unfair work environment
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Question/Answer #2
Sexual Harassment is a violation of
state and federal laws.

Sexual harassment is a violation of state law
(PHRA) and federal law (Title VII).
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Question/Answer #3
The PTC has a policy prohibiting sexual
harassment that includes procedures
on how to report harassment.
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Question/Answer #4
The PTC’s policy on sexual harassment is
found in Policy Letter 4.5 (pages 36-40),
SEXUAL HARASSMENT AND SEXUAL
DISCRIMINATION.

This policy is available online.
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Question/Answer #5
Any PTC employee, including but not
limited to a manager, supervisor, or
department head, who acts in
violation of this policy shall be
subject to discipline up to and
including suspension or termination.
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Question/Answer #6
If your intentions are good,
your behavior cannot be
considered sexual harassment.

A harasser’s intent is irrelevant.
Remember, it is the impact of the
behavior that is important.
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Question/Answer #7
If everyone else is okay with a
co-worker’s behavior, you should just
accept it, even if it offends you.

You have the right to object to behavior
no matter how many other co-workers
find the behavior acceptable.
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Question/Answer #8
Asking a co-worker for a date is
not sexual harassment.

Asking a co-worker for a date is not sexual
harassment. However, if you repeat the
behavior after being told that your attention is
unwanted, it could be considered or become
sexual harassment.
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Question/Answer #9
If you ignore sexual harassment, it
will ultimately stop or go away.

Sexual harassment must be
dealt with immediately.
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Question/Answer #10
It is not important to tell someone to
stop unwanted behavior because it
usually doesn’t do any good.

Telling someone that his/her behavior is
unwanted or offensive is an important first
step in stopping sexual harassment. It puts
the person on notice and gives him/her the
opportunity to change.
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Question/Answer #11
Horseplay cannot be considered
sexual harassment.

The best way to make sure you don’t
offend anyone is to keep all activities on a
professional level, free of sexual content.
Stick to business!
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Question/Answer #12
All employees share responsibility for
ensuring that the workplace is free
from all forms of sexual harassment.

All employees share equal responsibility
in ensuring a professional and
comfortable workplace.
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Question/Answer #13
Men, as well as women, may be
either the perpetrators or victims of
sexual harassment.

Sexual harassment on the job is not about sex; it is
about unwanted abusive behavior. Women, as well
as men, dish out discriminatory behavior. What’s
more, men sexually harass other men and women
sexually harass other women at work by subjecting
them to constant sexual banter or challenging their
masculinity/femininity.
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Question/Answer #14
Sexual harassment may include actions
by members of the opposite sex, as well
as members of the employee’s own sex.
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Question/Answer #15
Sexual harassment is only prohibited
if it occurs in the workplace during
working hours.

Sexual harassment will not be tolerated in
the workplace or in work-related settings,
no matter the time or place it occurs.
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Question/Answer #16
Sexual harassment complaints
must be in writing before an
investigation will be initiated.

All allegations will be investigated in a prompt and
confidential manner. The PTC will use its best efforts
to prevent discussion of the information outside the
investigation and will instruct parties involved in the
investigation not to discuss the matter.
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Question/Answer #17
PTC policy prohibits any form of retaliation
against an employee who complains of
sexual harassment or who cooperates in
the complaint investigation.

All employees shall be protected from
coercion, intimidation, retaliation,
interference or discrimination for filing a
complaint or assisting in an investigation.
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It’s time to
Now that you’ve completed the survey,
please continue with the presentation to
learn as much as you can, so if you
would have to take the quiz again,
you’d get 100%. Enjoy!
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A quick cartoon before
we get to business…
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to define sexual harassment.
to identify the types of sexual harassment.
to identify behaviors that may be interpreted
as sexual harassment in the workplace.
to report sexual harassment pursuant
to PTC policy.
to identify strategies to prevent
sexual harassment.
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Sexual harassment is a
form of sex discrimination
and is prohibited by:
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Title VII of the Civil Rights Act
The Pennsylvania Human Relations Act
The PTC Policy Letter 2.2 (Equal Opportunity)
The PTC Policy Letter 4.5 (Sexual Harassment
and Sexual Discrimination)
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Sexual harassment is unwelcome:
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Sexual advances
Requests for sexual favors
Verbal, visual or physical
conduct of a sexual nature
Where submission to or rejection of such conduct:

Is either explicitly or implicitly a term or condition of
an individual’s employment.

Is used as a basis for employment decisions affecting
that individual.

Has the purpose or effect of unreasonably interfering
with an individual’s work performance or creating and
intimidating, hostile, or offensive environment.
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The definition of sexual harassment now includes:
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Harassment by a female supervisor of a
male subordinate
Harassment by a supervisor of the same
sex as the subordinate
Harassment of employees such as clients,
contractors, vendors, etc.
Harassment based on a supervisor’s
consensual relationship with another employee
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Sexual Harassment is defined
by the behavior’s result,
not the intent.

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The victim defines what is desirable or offensive.
Harassment victims should always clearly tell harassers
that the behavior is unacceptable.

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If that doesn’t stop the harassment, the victim should
report it according to PTC procedure.
If the harassment victim is uncomfortable confronting the
harasser, the victim should report the harassment to his or
her immediate supervisor, unless the harasser is the
supervisor. If the harasser is the supervisor, report the
harassment to his/her supervisor or to Human Resources.
It is illegal for employers to retaliate against employees
who make sexual harassment claims or cooperate with
such charges or lawsuits.
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Harassment is generally defined
by how the behavior
is received.
Harassment is unwanted, unwelcome
behavior of a sexual nature.
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There are many forms
of
Sexual
Harassment
ranging from


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One highly offensive incident
A series of smaller incidents
Physical: unwanted touching, kissing, rape
Verbal: sexual threats, teasing, jokes, comments,
requests for sexual favors, personal questions
Nonverbal: lewd gestures, leering, circulating
sexual printed materials
Harassers or victims may be of
the same sex or the opposite sex.
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Non-Verbal Harassment

Written
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Visual
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Unwelcome suggestive, sexually explicit or obscene
letters, notes, mails or invitations.
Sexually oriented gestures, display of sexually suggestive or
derogatory objects, pictures, cartoons, posters or drawings.
Looking a person up and down (“elevator eyes”)
Physical
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Impeding or blocking movements, touching, patting,
pinching, or any other unnecessary or unwanted
physical contact
Touching an employee’s hair, clothing or body.
Brushing up against a person.
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Verbal
Harassment

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Derogatory, sexually explicit or offensive
comments, epithets, slurs or jokes.
Inappropriate comments about an
individual’s body or sexual activities.
Repeated unwelcome propositions or
sexual flirtations.
Direct or subtle pressure or repeated
unwelcome requests for dates or sexual
activities.
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Types of
Sexual Harassment

Quid Pro Quo
(This for that.)
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Promises a reward (job, promotion, raise)
in exchange for sexual favors.
Threatens a penalty (firing, bad review)
if sexual advances are rejected
Applies even if the threat or promise
isn’t carried out and the victim doesn’t
file a complaint
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Types of Sexual Harassment
cont.
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Hostile Work Environment
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Sexual behavior, comments or actions that unreasonably interfere
with work or create an intimidating hostile or offensive work
environment.
Generally a single isolated incident is not enough to create a hostile
work environment. However, a single unusually severe incident of
harassment may create a hostile work environment, particularly
when it is physical.
The United States Supreme Court has stated that Title VII does not
prohibit all verbal or physical harassment in the workplace.
The Civil Rights Act only forbids “behavior so objectively offensive as
to alter the conditions of the victim’s employment”.
Simple teasing, off-hand comments and isolated incidents (unless
extremely serious) will not rise to the level of altering the terms and
conditions of employment.
Applies to both sexes as victims and harassers and to opposite and
same sex harassment.
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Examples of Harassment
that can create a hostile
work environment:

A group of employees make a point to tell
sexual jokes to an employee who has clearly
stated that such jokes are offensive.

One employee continually leering at
another employee and making
comments about that person’s body.
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(but don’t get your hopes up…
it’s only for a few seconds)
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Procedures to Report
Sexual Harassment
Any employee who feels that he or she has
been sexually harassed or discriminated
against is encouraged to do the following:
Step #1
Keep a record of:

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The
The
The
The
employee(s) involved
time, date, and place of the incident(s)
nature of the alleged harassment or discrimination
identity of any witness(es)
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Procedures to Report
Sexual Harassment
Step #2
Immediately bring the problem
to the attention of your direct
supervisor, unless the supervisor
is the harasser.

An employee may also report the problem
directly to the Human Resources Department
(Equal Opportunity/Training and Education).
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After a Sexual Harassment
complaint has been filed:
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
Supervisory personnel will take all steps necessary to
immediately address any alleged sexually harassing or
discriminatory behavior by any of their subordinates.
All complaints will be investigated in a timely and
confidential manner.

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Investigation of a complaint will normally include conferring
with the parties involved and any named or apparent
witness(es). All employees shall be guaranteed a fair and
impartial investigation.
In no event will information concerning a complaint be released
to a third party.
The PTC will use its best efforts to prevent discussion of the
information outside the investigation and will instruct parties
involved not to discuss the matter.
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Results
If the investigation reveals that the
complaint is valid, the Commission will
address the policy violation in a timely
manner and take appropriate disciplinary
action necessary to prevent a recurrence, up
to and including suspension or termination.
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Alternative Actions
If the employee who complains of sexual
harassment or discrimination is dissatisfied with
the response from his or her immediate
supervisor, or if that supervisor is perceived to
be involved in the sexually harassing or
discriminatory behavior, the employee should
bring the matter to the attention of the person
who is next in line in the chain of command or
to Equal Opportunity/Training & Education
which will promptly investigate the complaint.
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Complaints may be filed at:
The Pennsylvania Turnpike Commission
Human Resources
Equal Opportunity/Training & Education
P.O. Box 67676
Harrisburg, PA 17106
(717) 939-9551, x4241
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Are you suffering
from information
overload yet?
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
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The PTC Intranet Policy Manual
 Equal Opportunity (pages 9-13)
 Sexual Harassment (pages 36-40)
The Equal Employment Opportunity Commission
 www.eeoc.gov (Sexual Harassment)
The PA Human Relations Commission
 www.phrc.state.pa.us (Sexual Harassment)
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You made it through!
Hope it wasn’t too painful, and that
you learned a little in the process.
And
remember…
if you
Then you’ll
do your
part in
helping to
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