Creating a Positive Work Environment

Creating a Positive Work Environment

HEALTHY EMPLOYEES SUCCESSFUL ORGANIZATION

Brought to You By:

CorpCare Employee Assistance Program

Harassment PoisonsIncreases turnover Reduces employee morale and

productivityHurts the company’s

reputation Reduces profitability

HarassmentSexualDiscriminationIntimidationPut-downsCoercionInterference

Sexual Harassment:Definition

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.

What Is Sexual Harassment?

Unwelcome and Unwanted

Harmful

Illegal

Types of Sexual Harassment

Quid Pro Quo

Hostile Environment

Sexual Harassment or Good, Clean Fun?

Extremely serious Prevalent in the workplace today Less than 13% of harassment is actually

reported, which means 87% of harassment is never addressed.

Some companies do not regard sexual harassment as a legitimate offense and treat it lightly. 

Harassment Comes in Many Forms

Gender, sexual, race, ethnicity, religion, disabilities.

From supervisors, co-workers, suppliers, customers, business partners, strangers, etc.

Happens in the office, at field worksites, on the workplace premises, on the way to and from worksites, etc.

Employers and managers/supervisors have a legal duty to prevent employees from being harassed. In some instances, "not knowing" is not a legal defense.

Hostile Environment May Exist

Hostile environment may exist when an employee is harassed  under any of the

circumstances before discussed

What Constitutes a Hostile Environment?

Anything that creates: Fear Intimidates Ostracizes Psychologically or physically threatens Embarrasses, ridicules Or in some other way unreasonably over burdens

or precludes an employee from reasonably performing his/her work.

Frequently Asked Questions

What About Teasing, Flirting and Bantering Between Co-Workers?

What are Examples of Sexual Harassing Conduct?

What if an Employee Complies?

Can One Incident Constitute Sexual Harassment?

More QuestionsWhat About Same Sex

Harassment?

What are the Time Limits for Filing a Charge?

Can my Employer Retaliate Against Me for Filing with the EEOC?

The effect is the issue,not the

intent

Responding to Harassment

Make your feelings known to harasser

Record specificsReportCall the EAP for assistance &

direction

Witnessing HarassmentApproach the victim, offering

supportEncourage victim to express

feelings to harasserRecord what you see or hearOffer support in reporting to

companyFollow company policy on reporting

Why It’s Not ReportedFear of not being taken

seriouslyFear of stirring up troubleFear of retaliationFear of losing financial futureFear of losing self-respectFear that they are the one to

blame

Manager/Supervisor Responsibility

Be proactive; pay attention; monitor the worksite; look and listen for potential problems.

Reach out and inquire if you sense a problem.

Take each and all complaints and reports seriously.

Manager/Supervisor Responsibility

Look into complaints, rumors, etc., immediately.

Know your policies and procedures.

Involve others with a need to know, such as your supervisor and your HR representative.

Manager/Supervisor Responsibility

Don’t overreact; be sensitive to individuals; be tactful, and don’t jump to conclusions or accusations.

Determine the scope and scale and consult with your supervisor and HR representative on possible investigative and documentation steps.

Communicate with involved parties, your supervisor and HR representative, but protect privacy and confidentiality rights.

Stay connected, watch extra closely and follow through as needed until the issue is closed.

Each incident must be evaluated on its own particulars and must be handled accordingly.

Each incident will be unique.

The key is don’t avoid and don’t overreact.

COMMUNICATE!!

Newton County Policy

Sexual Harassment Quiz1. Sexual harassment is an expression of

sexual desire.2. It’s considered sexual harassment if

your supervisor continuously leers at your body and makes unwelcome graphic comments about your body that embarrass you.

3. There are local, state, and federal laws designed to protect employees from sexual harassment.

Sexual Harassment Quiz (Con’t)

4. There is a particular personality type that characterizes most harassers.

5. Sexual harassment does not have an effect on those who are not directly involved.

6. Sexual harassment is often a misuse of power that makes someone feel uncomfortable and can be done to influence a person’s actions.

Sexual Harassment Quiz (Con’t)

7. Responding quickly to unwelcome sexual conduct is the best way to prevent sexual harassment from escalating.

8. A person can be terminated because he or she signs a statement saying he or she witnessed the accused sexually harassing another co-worker.

9. Pay records, job assignments, promotions, transfers, and performance appraisals can be used for the investigation of a sexual harassment case.

In addition to the costs associated with legal liability, harassment has a profound negative effect on individuals, inflicting emotional stress.

Effects

Striking the balance between a fun and compliant workplace is a challenge, but with effective

policies and procedures it can be achieved.

Balance

Personal Responsibili

ty

JUST DON’T DO IT!

“CorpCare believes that a healthy employee creates a successful

company.”

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