1 Harassment Prevention for Small Business Owners Compliance Training What you don't know or aren't doing can hurt you.
2 Disclaimer Although this webinar may contain legal information, it does not provide legal advice. Neither the presenters nor Vubiz are in a position to determine whether organizations or individuals have fulfilled their legal duties nor satisfied the applicable standard of care in every circumstance. Individuals and organizations requiring specific advice should consult with a lawyer.
3 Learning Outcomes Learn how to prevent harassment in the workplace Understand the different types of harassment Understand your responsibility and liability for harassment in the workplace Learn how to correct harassment Create best practices to avoid harassment problems and costs
4 Preventing Harassment and Illegal Discrimination Harassment and discrimination are costly to organizations Workplaces that allow harassing and discriminatory behavior have negative consequences on everyone. There are laws that govern discrimination, harassment and retaliation; define behaviors and outline the obligations of employers and the employees.
5 Acceptable Workplace Behaviour How comfortable are you with the following? A co-worker offers to rub your neck when you mention how tense you are (or on other occasions) A supervisor often makes comments about your body, your looks, or sex appeal A co-worker tells you jokes about other ethnic groups A friend frequently refers to you by pet names. A supervisor yells at you about work in front of your co-workers Some employee in the lunchroom are laughing and talking in a language you don t understand while occasionally looking at you.
6 Case Study Linda, a sales clerk, complained that her supervisor, John, made sexual comments about parts of her body and suggested they could have a lot of fun in bed. She also claimed that John grabbed her from behind. Linda complained to senior management because she didn t feel comfortable. Senior management didn t do anything about it because they said this was normal behavior here.
7 Topics Legal Background Illegal Discrimination Defining Sexual Harassment Elements of Sexual Harassment Retaliation Employee Obligations The Supervisor's Role Liability for Harassment Supervisory Case Review
8 Legal Background Federal Law Civil Rights Act of 1964 Discrimination: to discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin; or to limit, segregate, or classify employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect status of an employee, because of such individual's race, color, religion, sex, or national origin.
9 Federal Law Civil Rights Act of 1964, Title VII Sexual Harassment (29 CFR ) Sexual harassment is a specific type of discrimination which is prohibited under Title VII of the Civil Rights Act of The Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for enforcing Title VII. EEOC Guidelines provide the following definition of sexual harassment: Unwelcome sexual advances, request 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 an individual s employment, 2) submission to or rejection of such conduct by an individual is used as the basis for employment decision affecting such individual, or 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.
10 Discrimination Governance The federal government has passed laws that prohibit discrimination and harassment. An employer must provide a working environment free of harassment and discrimination. Employers must comply with all rules regarding harassment and discrimination. Organization must have a policy on harassment and discrimination prevention
11 Key Components of the Company Policy These are the key elements of an effective harassment and discrimination policy: Commitment to zero tolerance Description of common types and categories of harassment and discrimination Who to complain to/hierarchy Employer investigative responsibilities Protection from retaliation Disciplinary actions against harasser
12 Illegal Discrimination Discrimination is defined as unfair/unequal treatment of a person or group on the basis of prejudice. Protected Characteristics - Race, Sex, Color, National Origin, and Religion. Additional federal protections apply to: Equal Compensation Age Discrimination Disability Discrimination / Rehabilitation Pregnancy Retaliation Sexual Harassment
13 Discriminatory Behaviour Making racially derogatory remarks, epithets, slurs or insults Using explicit or degrading words to describe someone or a group Using patronizing terms or remarks Telling lies or spreading untrue rumors about someone's race, color, national origin, religion, or any other protected class Name-calling or belittling someone Producing offensive comments through copy machines, , texts, fax or other electronic media Making gestures which may be viewed as lewd by some cultures and that are not necessarily common in the workplace Posting derogatory posters, cartoons, drawings in any media
14 Eliminating discrimination is good business! Benefits for workplaces free from harassment and discrimination: Productivity is higher Morale is higher Business success is higher Liability is lower
15 Problems Created by Harassment and Discrimination Loss of productivity Work disruption as employees are distracted by investigations Reduced employee morale Loss of good employees who think that leaving is their only option Gossip and rumors within the organization Increased stress, absenteeism, costs associated with lawsuits Divisiveness amongst employees Public embarrassment and damaged reputation of the company
16 Sexual Harassment Harassment is conduct that the EEOC defines as: Unwelcome sexual advances Requests for sexual favors Other verbal or physical conduct of a sexual nature.
17 Types of Sexual Harassment There are two types of sexual harassment: 1. Quid pro quo Submission to such conduct is made a condition of an individual s employment. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting that individual. 2. Hostile work environment Unwelcome Unreasonably offensive Severe or pervasive
18 Scenario Clarence, who supervises eight people, holds mandatory staff meetings every Thursday. For the past seven months, Clarence has started each meeting with ten minutes of morale building, during which the staff exchanges jokes. The jokes are almost always of a sexual nature. Jake, a member of Clarence's staff, never participates in the "morale builders" and avoids them by arriving ten minutes late. Clarence summons Jake into his office and tells him that his habit of arriving late is unacceptable and that he will receive a written reprimand the next time he is late. Jake tells Clarence he arrives late because he finds the dirty jokes offensive. Clarence just repeats his warning.
19 The Forms of Harassment and Illegal Discrimination They can be: Physical Verbal Visual
20 Intent or Impact? Intent is not relevant in determining whether or not a behavior is sexual harassment.
21 Key Elements of Workplace Sexual Harassment 1. The conduct is of a sexual nature Overt acts (physical abuse, quid pro quo) Hostile environment (verbal, physical, visual abuse) 2. The behavior is unwelcome Unsolicited (the victim did not invite it) Undesirable (the victim did not want it, objected to it) 3. The behavior is unreasonably offensive Objective evidence (lewd, crude behavior, reasonable person standard) Subjective evidence (the perception of the receiver) 4. The behavior is severe or pervasive (so as to create an intimidating or abusive work environment) Severe (once is one time too many physical assault) Pervasive (frequent behavior is repeated over time)
22 Unwelcome Behavior Sexual harassment is defined as unwelcome behavior of a sexual nature (that is sufficiently severe or pervasive to create an intimidating or abusive work environment). What does "unwelcome" mean? Unwelcome behavior is just that it is behavior that is not welcome, not solicited and not wanted by the offended person. Behavior that one person perceives as harmless may be offensive to a co-worker.
23 The Reasonable Person Standard The law does not require that all conduct at work be totally inoffensive to everyone. Whether or not unwelcome behavior amounts to sexual harassment is judged based on a reasonable person standard. Conduct is considered harassment only if a reasonable person from the victim's perspective would consider the behavior to be so severely or pervasively offensive that it affects the conditions of employment or creates an abusive environment.
24 Harasser and Harassed Harassers can be: Employees on the work premises or away from the workplace Employees off the work premises but involved in work-related activities In California, contract workers hired through a third party
25 Harasser and Harassed Persons who can be harassed include: Any and all employees People who are the same sex as the harasser Outside visitors, customers, contract employees, service people, and so on anyone who comes into contact with employees
26 Consensual Relationships Consensual, romantic relationships at the workplace can create several problems: Issues of favoritism and distract others Create a hostile work environment for others The risk of liability for sexual harassment is greatly increased
27 Favoritism The U.S. Equal Employment Opportunity Commission has issued a policy statement identifying favoritism as a possible form of unlawful sexual harassment.
28 Retaliation It is against the law to punish someone for complaining about discrimination or harassment. Protected Activities Adverse Employment Actions
29 Real Case Retaliation In Hour Fitness was sued for $3.5 million for sexual harassment in a private arbitration decision in Costa Mesa, California. Malek alleged that she was subjected to sexual harassment by managers, salesmen and personal trainers at the club According to Malek's complaint, the harassers were never disciplined because they were deemed big money makers for the company. After Malek reported the harassment, she was written up for various transgressions and ultimately terminated for not being a "team player." The arbitrator awarded Malek $1.18 million in compensatory damages and $1.25 million in punitive damages. The arbitrator also awarded $1.1 million in attorney fees.
30 Employee Liability In some states, any employee can be held personally liable for harassment, whether the employer knew about it or not.
31 What can you do to prevent harassment? Know and understand your organization s harassment policy Follow company policy by setting an example for co-workers. Refuse to participate in any activity that may have the slightest risk of being viewed as harassment or discrimination. Alert your supervisor or human resources to any behavior that appears to violate company policy and let HR or your supervisor investigate and make the necessary determination. Protect the integrity of the investigation and the morale of the workplace by keeping complaints and investigation information as confidential as possible and only known to those persons who have a valid need to know.
32 Understand Personal Liability If the employee is named as a defendant and found guilty, that employee can be held personally liable. In addition, the employer will not pay any damages assessed against an employee as an individual. Understanding the facts about personal liability tends to prevent harassing behavior.
33 Complaint Handling The claim must be investigated promptly and thoroughly. The employer must use an effective investigator. Information must be communicated only on a need-to-know basis. The investigation must arrive at a conclusion.
34 Are complaints confidential? The employer cannot guarantee complete confidentiality. Employees who complain should expect limited confidentiality from supervisors and managers.
35 How are complaints resolved? Immediate corrective action to end the harassment Disciplinary action when a violation of the harassment and discrimination policy is found to have occurred.
36 Five Obligations of Employees 1. Report harassment 2. Confront the situation, if possible 3. Cooperate in investigations 4. Report retaliation 5. Expect follow-up
37 The Supervisor's Role Model the behavior Eliminate risky conduct Understand the organization s policy and explain it to employees Monitor employees and address problematic situations
38 Step-by-Step Guide Immediate Attention Contact Human Resources Ensure Privacy Take Complaint Seriously Thank Them
39 Who is liable for harassment? Employers may be found liable for harassment that occurs in their workplace or in the course of their business. The degree of liability depends on who the harasser is and what type of offense has been committed. Although employers must prohibit harassment by all employees, a higher legal standard exists for those who act on behalf of the company, such as managers and supervisors. The EEOC divides individuals into three categories for purposes of defining employer liability: Managers and supervisors Non-supervisory employees Non-employees
40 What s the Difference? Tangible Employment Action (quid pro quo) Firing Demotion Failing to promote Reassigning to a less desirable position or title Removing benefits or perks Hostile Work Environment (without a tangible employment action) Creates abusive environment
41 Liability When a non-supervisory employee commits harassment against another employee, the employer is liable only if it was negligent. Non-Employee Liability - An employer can be held liable for harassment committed against its employees by a non-employee such as a vendor or customer. Personal Liability
42 Remedies Available to Employees Awarding back pay to a victim who has quit or been fired. Reinstating a victim who has quit or been fired. Awarding compensatory damages to a victim to compensate for lost wages, physical and psychological damage, and legal costs. Awarding punitive damages to a victim or class of victims in order to further punish the employer and force them to change the way they treat protected classes of employees. Requiring employers to adopt anti-harassment policies, train supervisory staff, and take other proactive steps to end harassment in the workplace.
43 Retaliation Any employee who makes a complaint, or who participates in the complaint procedure or in the investigation is protected from retaliation. This means that the employee may not be demoted, transferred (to their detriment), terminated, etc. as a result of the harassment situation.
44 Scenario Chris coached the softball team at a California university for 11 years, 5 of them as head coach. The university s athletic director discovered that team members drank alcohol and had eaten marijuana-laced brownies on a bus trip returning from a game. Shortly thereafter Chris was suspended. When her contract came up for renewal, Chris was not offered another coaching position. Chris alleged that her dismissal constituted disparate treatment under California s Fair Employment and Housing Act. She claimed that the university dealt less harshly with male coaches whose athletes were accused of drinking
45 Actual Case Outcome A California Superior Court (Sonoma County) jury found that sex was a motivating factor in Sonoma State University's decision to suspend Chris Elze and then not offer her another one-year coaching position. The jury awarded Chris $329,000 ($179,192 in economic damages, $37,876 for future economic loss, and $112,000 in noneconomic damages). Sonoma State University said that the decision not to renew Chris's contract after her suspension was based on many factors, including four consecutive losing seasons and complaints from student athletes about her leadership and professional abilities. "We remain convinced that [athletic director] Bill Fusco made the right decision at the right time and that there was no gender bias in his actions. Bill Fusco has an excellent reputation with his coaches and staff, both male and female. The university was given 30 days to decide whether to appeal the decision.
46 Scenario Tennie is a firefighter with the City of Los Angeles. In November 2005, Tennie arrives at the fire station where he works and is told there is a plate of spaghetti waiting for him on the stove. As he is eating, he notices other firefighters laughing at him. He is later informed the dish was been prepared with dog food. Tennie is black. Tennie files a lawsuit under California's Fair Employment and Housing Act, citing harassment based on his race.
47 Tennie Actual Case Outcome On September 21, 2007, Los Angeles City Council approved a $1.43 million settlement of Tennie Pierce s lawsuit. Under the terms of the agreement, Tennie was paid $1.43 million, plus $60,000 in back pay. The latter provision qualifies him for a 20-year pension.
48 The Lawyers In 1999, a group of partners in a large law firm were demoted from partner to counsel status. Most of them were in their 50s and 60s. The firm claimed that the demotions were based on performance, but the former partners alleged that they were demoted because of their age. The U.S. Equal Employment Opportunity Commission brought a discrimination suit on behalf of 32 former partners.
49 Actual Case Outcome The law firm agreed to pay a $27.5 million settlement to the 32 former partners. The settlement was paid into a fund administered by the EEOC, which distributed it among the demoted partners. Payments to individual partners ranged from $122,169 to $1.84 million.
50 Online Resources U.S. Equal Employment Opportunity Commission (EEOC) U.S. Department of Education, Office for Civil Rights
51 NFIB.com Resources How to Address a Sexual Harassment Complaint Federal Employee Law Handbook (PDF)
52 Questions or Comments If you have a specific question on Harassment Prevention, contact James or Robin at: James Howe, Vice President Robin Rapino, Vice President US Operations Free Online Training for NFIB Members
53 For more information about the Small Business Webinar Series visit We want your feedback. If you enjoyed today s webinar or have suggestions for the future, please fill out the short survey that you will receive via after this webinar. Did you know NFIB is on Facebook!
Town of Greenfield, Massachusetts Human Resources Department SEXUAL HARASSMENT POLICY PROCEDURES FOR MANAGERS Table of Contents Topic Page Policy Provisions 2 Definitions 3 Types of Sexual Harassment 4
Sexual harassment interferes with a productive working environment, interjects irrelevant considerations into personnel decisions and generally demeans employees who are victims of harassment. Moreover,
ANDREW M. CUOMO Governor HELEN DIANE FOSTER Commissioner GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE STATUTORY REQUIREMENTS Sex discrimination is unlawful pursuant to the New York
DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL Personnel Directive Subject: PROCEDURE FOR PREVENTING AND/OR RESOLVING PROBLEMS RELATED TO SEXUAL HARASSMENT ADOPTED BY THE BOARD OF PUBLIC WORKS, CITY OF LOS
File: ACAB WESTFIELD PUBLIC SCHOOLS SEXUAL HARASSMENT POLICY I. Introduction It is the goal and policy of Westfield Public Schools to promote a workplace and learning environment that is free of sexual
State of Wisconsin Department of Workforce Development Equal Rights Division Civil Rights Bureau Wisconsin Fair Employment Law #2 in a Series Harassment IN THE WORKPLACE Harassment in the Work Place 1.
The State of Sexual Harassment in America: What is the Status of Sexual Harassment in the US Workplace Today? Steven V. Cates, DBA, SPHR Lynn Machin, Kaplan University, USA ABSTRACT The purpose of this
NEW JERSEY STATE POLICY PROHIBITING DISCRIMINATION IN THE WORKPLACE I. POLICY a. Protected Categories The State of New Jersey is committed to providing every State employee and prospective State employee
Sexual Harassment Awareness Orientation: This week s on-line assignment is about sexual harassment in the school and the workplace. We are discussing this subject because sexual harassment is an illegal
COUNTY OF LOS ANGELES POLICY OF EQUITY Effective July 1, 2011 THE POLICY All Los Angeles County (County) employees are required to conduct themselves in accordance with the entirety of this County Policy
STATE OF CALIFORNIA DATE: 07/23/03 NO. 03-07 EXPIRES: Indefinite DEPARTMENT OF JUSTICE JUS 400 (REVISED 7/85) DISTRIBUTION: A - MANAGEMENT MANAGEMENT BULLETIN B - MGMT & SUPERVISORY X C - ALL EMPLOYEES
The Basics of Sexual Harassment Sexual Harassment is a violation both of Federal Law and the laws of most states. For employers, it is fairly easy to take steps to prevent sexual harassment and to defeat
Liabilities and defenses for sexual harassment Liabilities and defenses for sexual harassment Resource kit 90132 By Jill R. Muratori, Esq. The U.S. Supreme Court issued two ground-breaking decisions on
Sexual Harassment Law Basics A manual brought to you by David Scott Peters The restaurant business by nature is susceptible to claims of sexual harassment. Restaurants are venues of entertainment, which
Non-Discrimination and Anti-Harassment Policy OP 03.03 Policy Mississippi State University is committed to assuring that the University and its programs are free from discrimination and harassment based
3-4018 Discrimination/ Harassment NEW COLLEGE OF FLORIDA The College shall actively promote a community in which diversity is valued. The College is committed to promoting an environment free from discrimination
EMPLOYER S LIABILITY FOR SEXUAL HARASSMENT BY SUPERVISORS Charges of Sexual Harassment Are a Small Business Nightmare Statistics Bare This Out. Last year, 15,222 charges of sexual harassment were filed
HealthStream Regulatory Script Sexual Harassment in the Workplace Version: May 2008 Lesson 1: Introduction Lesson 2: What Is Sexual Harassment? Lesson 3: Responsibilities of Employers and Employees Lesson
Workplace Anti-Harassment Policy (Alberta) Intent It is public policy in Canada to recognize the dignity and worth of every person and to provide for equal rights and opportunities free of discrimination.
AR 5145.7 (a) Students SEXUAL HARASSMENT As defined by Education Code Section 212.5, Sexual harassment means unwelcome sexual conduct including advances, requests for sexual favors, and other verbal, visual,
1. Purpose. The purpose of this policy is to maintain a healthy work environment in which all individuals are treated with respect and dignity and to provide procedures for reporting, investigating and
SEXUAL HARASSMENT Taylor s Special Care Services, Inc. Simon Pop, MBA Chief Operating Officer 2015-2016 1 Agenda Overview-Why talk about sexual harassment? Why get training? Statistics What is sexual harassment?
INTRODUCTION This brochure is intended to educate Treasury employees about the prevention of harassment in the workplace. Harassment is a matter of particular concern because it seriously damages the employee-employer
Sexual Harassment Awareness and Prevention Education Manual This manual is to help educate the University community about sexual harassment in an effort to prevent its occurrence and to provide information
HARASSMENT POLICY AND COMPLAINT PROCEDURE C-25 1 of 3 PURPOSE: The purpose of this policy is to establish a strong commitment to prohibit and to prevent unlawful harassment in employment, and to set forth
Canadian Pacific Railway Policy 1300 Discrimination and Harassment Policy All Employees and Applicants (Canada) Issuing Department: Human Resources Policy Statement CPR is committed to our corporate values
Town of Salisbury 5 Beach Road Salisbury, Massachusetts 01952 This policy is applicable to all employees of the Town of Salisbury. For those employees covered by Collective Bargaining Agreements, the provisions
Subtle Sexual Harassment Program 1 The Issue is Respect Facilitator s Guide QMR.COM (Quality Media Resources, Inc.) PO Box 1706 Bellevue, WA 98009-1706 TEL: (800) 800-5129 or (425) 455-0558 e-mail: email@example.com
ACAA Also GBB SEXUAL HARASSMENT It is the goal of the Milton School Committee and the Milton Public Schools to promote a school environment and workplace that is free of sexual harassment. Sexual harassment
POLICY 14-UMBER &/tay2-6t/v ISSUED Edward Mar _ City _Manager March 13, 1997 REVISIONS REVISED SECTION III. Legal Ramifications IV. Policy Implementation V. Non-Retaliation VI. Notification SUBJECT: POLICY
SEXUAL HARASSMENT POLICY STATEMENT The company is committed to providing a workplace that is free from all forms of discrimination, including sexual harassment. Any employee's behavior that fits the definition
Mastery Test--Common Preventing Workplace Harassment California Supervisory Edition 1. An individual filing a sexual harassment complaint must personally be the intended target of the behavior? Incorrect.
PERSONNEL All Staff Permanent Personnel Conditions of Employment Equal Employment Opportunity/Anti-Harassment 4014.2 It is the policy of the Clintonville Public School District that no person may be illegally
NLG SEXUAL HARASSMENT POLICY AND COMPLAINT PROCEDURE 1.0 Introduction The National Lawyers Guild (NLG) is committed to providing a safe environment for all members of the organization, free from any harassing
SEXUAL HARASSMENT DISCRIMINATION COMPLAINT PROCEDURE The policy of the City of Los Angeles is to promote and maintain a working environment free of sexual harassment, intimidation, and coercion. Sexual
1.0 Introduction The World Bank Group Policy on Eradicating Harassment Guidelines for Implementation The World Bank Group is committed to fostering a workplace free of harassment and intimidation, where
I. Purpose Department of Homeland Security DHS Directives System Directive Number: 256-01 Revision Number: 00 Issue Date: ANTI HARASSMENT POLICY This Directive is intended to prohibit and prevent harassment
Sexual Harassment in the Law Firm Setting Presented by Joel M.Grossman, Mediator and Arbitrator ADR Services, Inc 1900 Avenue of the Stars, Suite 250 Los Angeles, CA 90067 (310) 201-0010 Direct Tel: (323)
Preventing & Dealing With Sexual Harassment October 21, 2013 Objectives Review the legal definition of sexual harassment Increase awareness of behaviors that constitute sexual harassment Learn Saint Joseph
THE CITY OF SAN DIEGO M E M O R A N D U M DATE: TO: FROM: SUBJECT: All City Employees, Elected Officials, Contract Workers and Volunteers Kevin Faulconer, Mayor Jan Goldsmith, City Attorney Judy von Kalinowski,
HARASSMENT IN THE WORKPLACE: Reducing an Employer s Risks Lemle & Kelleher, LLP 2007, 2008 Baton Rouge One American Place 301 Main Street Suite 1100 Baton Rouge, LA 70825 Phone: 225.387.5068 Fax: 225.387.4995
COURT-ORDERED SEXUAL HARASSMENT POLICY Robinson v. Jacksonville Shipyards, Inc. 136 L.R.R.M. (BNA) 2920 (N.D. Fla. 1991) Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on
CITY OF LOS ANGELES SEXUAL ORIENTATION, GENDER IDENTITY, AND GENDER EXPRESSION DISCRIMINATION COMPLAINT PROCEDURE The policy of the City of Los Angeles has been, and will continue to be, to promote and
Page 1 ANTI-DISCRIMINATION, HARASSMENT AND BULLYING (STUDENT POLICY) The Board of Education is committed to promoting the worth and dignity of all individuals. It believes that all employees and students
Supreme Court of Pennsylvania Unified Judicial System of Pennsylvania Policy on Non-Discrimination and Equal Employment Opportunity The Supreme Court of Pennsylvania declares that it is the policy of the
2.2.2 Policy Prohibiting Discrimination and Harassment The University of San Diego is committed to upholding standards that promote respect and human dignity in an environment that fosters academic excellence
Bender s Article on MCAD Sexual Harassment Guidelines The Massachusetts Commission Against Discrimination s Sexual Harassment Guidelines: Blueprint for Proper Behavior in the People s Republic of Massachusetts
Sexual Ethics in the Workplace 1 Why Training To communicate the policy UWGB has in place to address this topic Training is the best way to ensure our policies are more than just pieces of paper. Communication
Prevention of Sexual Harassment Policy/Training Sexual Harassment Policy Employment and Affirmative Action Manual Policy (VI 8.2) All members of this community are expected and instructed to conduct themselves
Workplace Harassment In 2012 alone, the US Equal Employment Opportunity Commission ordered that $365,400,000 (that s 365.4 million dollars!) be paid out for discrimination and harassment charges. No wonder
APPENDIX C HARASSMENT, BULLYING, DISCRIMINATION, AND HATE CRIMES (Adaptedfrom the Attorney General's Safe Schools initiative) This section of the Code of Conduct has been adapted from the Greenfield Public
Discrimination and and Harassment Guidelines Policy For For Local Subordinate Lodges Lodges Benevolent Benevolent and and Protective Order of of Elks Elks INTRODUCTION Federal and state equal employment
CITY OF CHESAPEAKE, VIRGINIA NUMBER: 2.09 (20.5) Page 1 of 1 ADMINISTRATIVE REGULATION EFFECTIVE DATE: 12/15/04 SUBJECT: DEPARTMENT OF HUMAN RESOURCES SUPERCEDES: 1/19/96 EQUAL EMPLOYMENT OPPORTUNITY POLICY
: 1 : POLICY ON PREVENTION OF SEXUAL HARASSMENT AT WORKPLACE I. COMMITMENT: Our Company is committed to providing work environment that ensures every employee is treated with dignity and respect and afforded
Risk Management and Litigation Avoidance Risk Management and Litigation Avoidance An ounce of prevention is worth a pound of cure. 2012 COSE Small Business Conference October 25-26, 2012 Presented by Robert
N E W Y O R K S TAT E U N I F I E D C O U RT S Y S T E M Sexual Harassment: Policy Procedures Message from the Chief Administrative Judge On behalf of New York State s Unified Court System, I am pleased
Page 1 of 7 SECTION E: ETHICAL RESPONSIBILITIES Faculty members shall follow professional ethical standards in conducting the affairs of the University. These standards are articulated in the Statement
Anti Harassment and Bullying Policy Document Control Title : Anti Harassment and Bullying Policy Applicable to : All Staff and Executive Officers Date last reviewed : February 2014 Procedure Owner : People
PREVENTING SEXUAL MISCONDUCT IN OUR SCHOOLS Scott County Public Schools (SCPS) Policies and Regulations JBA-F, JFHA/GBA & JFJA-F/GBA-F Parent/Student Handbook THERE ARE SEVERAL FORMS OF SEXUAL MISCONDUCT.
November 2006 LABOR AND EMPLOYMENT ALERT SEXUAL HARASSMENT AND RETALIATION IN THE WORKPLACE: WHAT NONPROFITS NEED TO KNOW When it comes to the law of sexual harassment and retaliation, nonprofit organizations
PSYCHOLOGICAL HARASSMENT POLICY Marianopolis College in accordance with the Quebec Charter of Human Rights and Freedoms respects the dignity of everyone in the College Community. The College is committed
Response to Complaints of Harassment, Violence and Discrimination To limit potential liability, employers should immediately respond to complaints of harassment, violence or threats of violence, and discrimination.
Court Services and Offender Supervision Agency for the District of Columbia POLICY STATEMENT I. COVERAGE SEXUAL HARASSMENT POLICY This Policy Statement is addressed to all Court Services and Offender Supervision
EEO Compliance Training for Managers and Supervisors Presented by Ray Wilson EEO Specialist Learning Objectives Briefly review and discuss major anti-discrimination laws. Increase awareness of workplace
TITLE: NUMBER: ISSUER: Sexual Harassment Policy (Employee-To-Employee) BUL-1893.1 Kevin S. Reed, General Counsel ROUTING Principals Administrators All Employees DATE: August 1, 2005 POLICY: The Los Angeles
BULLYING/ANTI-HARASSMENT The state of Mississippi has established legislation requiring Bullying Prevention to be taught in schools. Executive Summary The purpose of this policy is to assist the Mississippi
EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL 1.1 Juice Resource Solutions Limited embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will
United Nations ST/SGB/2008/5 Secretariat 11 February 2008 Secretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority The Secretary-General,
Acalanes Union HSD Board Policy Sexual Harassment BP 5145.7 Students The Governing Board is committed to maintaining a safe school environment that is free from harassment and discrimination. The Board
COLUMBIA COLLEGE CHICAGO 1 Section I. Statement of Policy Columbia is committed to maintaining an environment that respects the dignity of all individuals. Accordingly, Columbia will not tolerate harassment
Your Rights as an Employee Federal discrimination laws provide basic rights for job applicants and employees. The laws apply to applicants, employees, and former employees. Full-time, part-time, seasonal,
NORTH CAROLINA WESLEYAN COLLEGE POLICY ON GENDER DISCRIMINATION AND SEXUAL HARASSMENT It is the policy of North Carolina Wesleyan college that unlawful gender discrimination in any form, including sexual
Chicago Public Schools Policy Manual Title: COMPREHENSIVE NON-DISCRIMINATION, TITLE IX AND SEXUAL HARASSMENT Section: 102.8 Board Report: 08-0123-PO4 Date Adopted: January 23, 2008 Policy: THE CHIEF EXECUTIVE
In the GE Community Fair Employment Practices (Policy 20.2) Issued: October 2000 Supersedes: April 1993 GE is committed to fair employment practices, including the prohibition against all forms of illegal
Sexual Harassment Awareness Training & Prevention Opportunity Development Center Anti-Harassment Policy: HR-002 Introduction Basic facts about sexual harassment: Sexual harassment is a form of sex discrimination
Discrimination and Harassment Prevention What You Should Know 3350 Beardshear Hall 515-294-7612 firstname.lastname@example.org Today s Agenda Brief Overview of the Discrimination and Harassment Overview Disability
VOLLEYBALL CANADA WORKPLACE VIOLENCE AND HARASSMENT POLICY Policy Statement 1. Volleyball Canada is committed to the prevention of workplace violence and harassment, and is ultimately responsible for worker
WHAT POLICIES SHOULD AN EMPLOYER HAVE IN PLACE TO PREVENT LAWSUITS? Many Employers Are Unaware of the Types of Policies Necessary to Limit Lawsuit Risk or of How to Effectively Draft Employment Policies
BERKELEY COLLEGE Equal Opportunity Policy Purpose Recognizing that its diversity greatly enhances the workplace and opportunities for learning, Berkeley is firmly committed to providing all associates,
Contra Costa Community College District Human Resources Procedure 1040.07 UNLAWFUL DISCRIMINATION AND UNLAWFUL HARASSMENT 1. General This is the written procedure for filing and processing complaints of
CENTRAL VIRGINIA LEGAL AID SOCIETY, INC. 1000 Preston Ave, Suite B 101 W Broad, Ste 101 2006 Wakefield Street Charlottesville, VA 22903 Richmond, VA 23241 Petersburg, VA 23805 434-296-8851 (Voice) 804-648-1012
WHAT IS SEXUAL HARASSMENT? Sexual harassment is a serious problem for students at all educational levels. Students in elementary and secondary schools, as well as vocational schools, apprenticeship programs,
San Bernardino County Equal Employment Opportunity Plan (EEOP) Utilization Report 2014 Purpose of the EEOP Utilization Report The Equal Employment Opportunity (EEO) Plan Short Form is a report of the County's
Harassment Prevention An employer s guide for developing a harassment policy 2016 saskatchewan.ca PLEASE NOTE The original legislation should be consulted for all purposes of interpretation and application
Bullying A guide for employers and workers Bullying A guide for employers and workers 1 Please note This information is for guidance only and is not to be taken as an expression of the law. It should be
HOW TO CONDUCT A HARASSMENT INVESTIGATION By law, remedial action to end harassment must be taken promptly. According to the Equal Employment Opportunity Commission (EEOC) Guidelines, a duty to investigate