2. Preventing Sexual Harassment
Your employer prohibits harassment
in the workplace and is committed to
maintaining a hostile-free work
environment for all of its employees.
8. Legal Overview
The Equal Employment Opportunity
Commission (EEOC) guidelines define
harassment on the basis of sex.
9. Legal Overview
The EEOC guidelines state the same
principles apply to harassment on the
basis of race, color, religion or national
origin.
10. Legal Overview
The same principles apply to other
protected characteristics such as age
and disability.
11. Definition – Sexual Harassment
Unwelcome sexual advances, requests
for sexual favors and other verbal or
physical conduct of a sexual nature
when:
12. Definition – Sexual Harassment
1. Submission to such conduct is made
either explicitly or implicitly a
condition of an individual’s
employment.
13. Definition – Sexual Harassment
2. Submission to or rejection of such
conduct by an individual is used as a
basis for employment decisions
affecting such individuals.
14. Definition – Sexual Harassment
3. Such conduct has the purpose or
effect of unreasonably interfering
with an individual’s work
performance or creating an
intimidating, hostile or offensive
working environment.
23. Hostile Work Environment
If you’re being made uncomfortable in
your work environment, or someone’s
conduct is unwelcome, review your
company policy.
31. Hostile Work Environment
Some courts recognize that men and
women think differently, and some
things tend to offend many women but
aren’t offensive to men.
35. Hostile Work Environment
The harassment was sufficiently severe
or pervasive that it altered terms and
conditions of claimant’s employment
and created an abusive working
environment.
36. Hostile Work Environment
To be a violation of the law, the
harassment has to be so bad that it
gets in the way of a person’s ability to
work.
37. Hostile Work Environment
Sexual harassment applies equally to
offensive language, including vulgar
jokes, profanity and pictures.
40. The Complaint Procedure
This includes when an employee is
uncomfortable with the conduct of one
of the company’s customers or with
people who the employee must deal
with in the workplace.
42. The Investigation
When the company is made aware of a
potential problem, it has a duty to
investigate it.
43. The Investigation
When an employee reasonably believes
the policy is being violated and
initiates the complaint procedure,
there will be no retaliation.