Sexual Harassment Prevention

1. Sexual Harassment Prevention

2. Facts About Sexual Harassment • A form of sexual discrimination and prohibited by Title VII of the civil rights act of 1964. • Some complaints arise from relationships that were once consensual – but are no longer. • Victims feel they have no where to turn in their companies, thus turning to outside agencies. • Sexual Harassment complaints filed by men and women have increased significantly. • Interferes with and needlessly undermines an otherwise respectful and dignified workplace. • Defending against a charge of sexual harassment can be extremely costly, resulting in in bottom-line losses.

3. Saver Group Policy • 703 Sexual and Other Unlawful Harassment • Saver Group is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment. Actions, words, jokes, or comments based on an individual's sex, race, color, national origin, age, religion, disability, or any other legally protected characteristic will not be tolerated. Saver Group provides ongoing sexual harassment training to ensure you the opportunity to work in an environment free of sexual and other unlawful harassment. • Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature. This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. The following is a partial list of sexual harassment examples: • * Unwanted sexual advances. • * Offering employment benefits in exchange for sexual favors. • * Making or threatening reprisals after a negative response to sexual advances. • * Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive objects or pictures, cartoons or posters. • * Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes. • * Verbal sexual advances or propositions. • * Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, or suggestive or obscene letters, notes, or invitations. • * Physical conduct that includes touching, assaulting, or impeding or blocking movements.

4. Saver Group Policy (Cont) • Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment; (2) submission or rejection of the conduct is used as a basis for making employment decisions; or, (3) the conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment. • If you experience or witness sexual or other unlawful harassment in the workplace, report it immediately to your supervisor. If the supervisor is unavailable or you believe it would be inappropriate to contact that person, you should immediately contact the Human Resource Director Brandi Humphrey, Denise Reynolds, or Larry Noe at 270-465-8675 or any other member of management. You can raise concerns and make good faith reports without fear of reprisal or retaliation. • All allegations of sexual harassment will be quickly and discreetly investigated. To the extent possible, your confidentiality and that of any witnesses and the alleged harasser will be protected against unnecessary disclosure. When the investigation is completed, you will be informed of the outcome of the investigation. • Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment must immediately advise the Human Resource Director Brandi Humphrey, Denise Reynolds, or Larry Noe at 270-465-8675 or any member of management so it can be investigated in a timely and confidential manner. Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment.

5. 2 Types of Sexual Harassment

6. Types of Sexual Harassment Quid Pro Quo Latin term meaning “this for that” Or “Something for Something” • Supervisors or managers are the harassers. • Promises of benefits in exchange for sexual favors. • Used as a basis of employment decisions.

7. Types of Sexual Harassment Hostile Environment • Creating an intimidating, hostile or offensive work environment. • The victim does not have to be a person at whom unwelcome conduct is directed. • Harassment is based on the effect and perception of the victim, not the intention of the harasser. • Supervisors, co-workers or non-employees can be harassers. • Law defines what a “reasonable” person would find offensive or hostile.

8. Sexual Harassment • Either type of harassment can: • Occur at work. • Occur at company sponsored events. (picnics, parties, etc.) • Occur between co-workers away from work. (Supervisors “hanging out” with subordinates)

9. Sexual Harassment Can Be: • Physical • Touching • Grabbing • Hugging • Pinching • “Accidental collisions” • Patting on back • Massaging shoulders, etc.

10. Harassment Can Also Be Verbal • Offensive jokes or language • Comments or suggestions about a person’s activities • Comments about a person’s body or clothing • Negative gender stereotyping, inappropriate nicknames (sweetie, darling, honey, babe, etc.)

11. You May Not Realize that Harassment Can Also Be • Non-verbal • Staring at a person’s body • Offensive gestures • Circulating pictures of a sexual nature • Circulating sexual jokes • Graffiti, calendars, etc. • Explicit e-mails

12. Who Commits Sexual Harassment? • Any employee can commit sexual harassment • Supervisors • Subordinates • Co-Workers • Customers • Vendors & Visitors

13. Sexual Conduct is Unwelcome When: • Employee doesn’t solicit or initiate conduct. • Employee regards conduct as undesirable and offensive. • Very Important!Based on effect on recipient. Not the motivation of the person exhibiting the behavior. • Females tend to view a broader range of behaviors as harassing than do males. • What some men view as innocent fun or joking, can be offensive to some women.

14. Avoid Committing Unwelcome behavior • respect the people around you, • think before acting, • imagine how other people might be feeling, • be sensitive to cultural differences • exercise common courtesy, and • think twice before making a joke (any joke)

15. Steps to Prevention • Maintain professional environment. • Lead by example. • Remember profanity, sexual joking or playing will not be tolerated. • Treat everyone fairly. Same rules for everyone.

16. Steps to Prevention • Recognize harassment. • Know the company policy. • Witness an incident, report it immediately to your supervisor. • If your complaint is not taken seriously then pass it on to your Human Resource Department ASAP!

17. KEY POINTS TO REMEMBER • Sexual harassment is illegal • Problem exists if employee says it exists • Quid pro quo • Hostile Environment • Anyone exposed to inappropriate behavior • If conduct is of a sexual nature and unwelcome, gender is irrelevant

18. Ultimately … • It is possible to have a friendly atmosphere on the job without allowing sexual harassment. • The sexual harassment policy is intended to make the workplace more comfortable, not less comfortable. • It’s our responsibility as employees to have a harassment-free work environment.

19. You will be asked to sign this form upon completion of training! Sexual Harassment Training Acknowledgement Form I acknowledge that I received training regarding the prevention of sexual harassment and a copy of Saver Group Harassment Policy #703. I agree to abide by the principles that were explained in this training. I understand that if I have any questions that were not addressed in training or if I encounter any problems, I can contact the Human Resources Department at 270-465-8675. _____________________ ___________________ Signature Date _____________________ Witness