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Prevention of Sexual Harassment

Prevention of Sexual Harassment. Presented by: Cynthia Appleby, Training Officer Human Resources. Overview. Section 703 of Title VII of the Civil Rights Act). Cobb & Douglas HR Policy & Procedure No. 102. Learning Objectives:. Define Sexual Harassment Identify Types of Sexual Harassment

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Prevention of Sexual Harassment

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  1. Prevention of Sexual Harassment Presented by: Cynthia Appleby, Training Officer Human Resources

  2. Overview • Section 703 of Title VII of the Civil Rights Act). • Cobb & Douglas HR Policy & Procedure No. 102

  3. Learning Objectives: • Define Sexual Harassment • Identify Types of Sexual Harassment • Identify Examples of Sexual Harassment and Inappropriate Working Behaviors

  4. You will also: • Know Public Health’s policy on sexual harassment • Know how to report sexual harassment

  5. You will also learn: • The consequences of sexual harassment • How to avoid sexual harassment • Where to find additional information

  6. Introduction: • The Equal Employment Opportunity Commission (EEOC) is the federal agency which enforces Title VII on the basis of race, color, religion, national origin, or sex. • The Atlanta District Office is located at the Sam Nunn Atlanta Federal Center, 1-800-669-4000 www.eeoc.gov/atlanta

  7. Introduction • The Georgia Commission on Equal Opportunity (GCEO) handles charges of sexual harassment for the State of Georgia. • The location for the GCEO is on Martin Luther King, Jr. Drive, (404) 656-1736, http://gceo.state.ga.us

  8. Introduction • Cobb and Douglas Public Health HR Procedure 102 states that Sexual harassment of any employee is a violation of law. It is the policy of the CCBOH and DCBOH that sexual harassment of any employee by superiors or co-workers is prohibited and is a basis for disciplinary action, up to and including dismissal.

  9. Introduction The policy further states that retaliation against any employee who has filed a sexual harassment complaint or has cooperated in the investigation of a sexual harassment complaint is also prohibited. Any employee engaging in retaliatory conduct is subject to disciplinary action, up to and including dismissal.

  10. EEOC GuidelinesEmployer Responsibilities • Conduct between fellow employees where employer knows or should have known of conduct, unless it can be shown that immediate/appropriate action was taken.

  11. Employer Responsibilities • Acts of non-employees in the workplace where employer knows or should have known of the conduct and fails to take corrective action.

  12. Employer Responsibilities • Employment opportunities or benefits granted because of submission to employer’s sexual advances or requests (may be liable to those qualified but denied opportunity or benefit).

  13. Employer Responsibilities • Acts of manager and supervisors regardless of whether the employer knew or should have known about the conduct.

  14. Sexual Harassment Definition • Sexual harassment can be defined as any sexual behavior that is unwelcome and/or inappropriate for the workplace that includes, but is not limited to: • Unwelcome sexual advances • Request for sexual favors • Other verbal or physical conduct of a sexual nature when

  15. Definition • Submission to such conduct is made either explicitly or implicitly a term or condition of employment • Submission or rejection is used as the basis for employment; or • Such conduct has the purpose or effect of interfering with an employee’s work performance or creating an intimidating, hostile, or offensive working environment.

  16. Definition • Sexual harassment can occur between subordinate employees, clients, patients, customers, vendors, or supervisors. • Men can sexually harass women. • Women can sexually harass men. • Members of the same sex can harass each other. • The victim does not have to be the person harassed but could be anyone affected by the offensive conduct. • Other sexually-oriented behavior (i.e. jokes, comments, e-mail jokes, web sites, etc.) are also considered sexual harassment.

  17. Types of Sexual Harassment • The two types of sexual harassment are: • Quid Pro Quo (Latin “This for That”) • Hostile Work Environment • They may occur independently or concurrently

  18. Guide for Avoiding Sexual Harassment • Do not permit sexually-oriented conversation, jokes, literature, or behavior. • Do not permit use of terms of endearment, e.g., “honey”, “dear”, “sweetie”, or “baby”. • Don’t physically touch other employees.

  19. Guidelines to Avoid Sexual Harassment • Be dignified and professional in your work place. • Be self-assured, confident and aware of your surroundings. • Know the sexual harassment policy and keep it in your file. • Discuss work-related concerns with your supervisor.

  20. What to Do When Being Harassed • Be clear and definitive in letting the person know you are not interested and/or find their behavior offensive. • Report all incidents to your supervisor or Donna Carson, HR (770) 514-2341.

  21. Preparing for an Investigation • Be specific • Who did what? • Where did incident occur? • When did incident occur? • Gather names of any witnesses. • Identify any others being harassed by accused.

  22. Questions or Comments contact Cynthia Appleby, HR Training Officer (770) 514-3118

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