(Policy DIA Local)

Harassment is not always as obvious; it’s often subtle in nature

A behavior doesn’t have to be intentional to be considered harassment

Most people don’t consciously harass others

Inappropriate or unfair treatment towards someone because they are part of a protected group

BullyingThreateningTerrorizingTeasingAbusive words Put-down jokes

Race

Color

Religion

Sex

National Origin

Gender

Martial Status

Sexual Orientation

Age

Disability

Behavior that is offensive and on going.

Saying or doing things that make another person feel uncomfortable.

Intentionally trying to make another feel uncomfortable or intimidated.

EXAMPLE:

Telling one inappropriate joke is generally not considered harassment. However, if your joke or other action is offensive enough, you could be reprimanded or even fired.

Most do not intend to harass

Be careful on how others perceive your actions or comments

What may not seem to be harassment to one person, may offensive to another

Perception of the victim takes precedence over the intention of the accused

Would a reasonable person consider the behavior out of bounds?

Does the attention interfere with work?

The victim often feels: Pain Isolation Fear Frustration

The District may experience :

Decreases in production Increased employee turnover Loss of credibility in the community

The U.S. Department of Labor has estimated that American organizations lose about $1 billion annually in absenteeism, low morale and new employee training and replacement costs as a result of harassment.

Talk to the offender and ask that person to stop

If the behavior continues or you don’t feel comfortable approaching the harasser, talk to your supervisor or the Personnel Department

Unwanted sexual attention that offends or harms the victim and often the general morale of the victim’s workplace.

There are two Types of Sexual harassment

1. Hostile Environment

2. Quid Pro Quo

Hostile Environment(The most common type of sexual harassment)

Constant sexual acts or behaviors that create an offensive atmosphere which affects the victims ability to do his or her work.

1. Physical Acts- Touching, grabbing, pinching, holding, kissing,

2. Verbal Behavior- Obscene language, sexual propositions, sexual innuendos, jokes, commenting on someone’s physical attributes, spreading false rumors about someone’s sexual activity

3. Non-verbal Conduct - Staring, sexual gestures or noises, displaying sexually explicit pictures or calendars, pornography, texting, emailing

Quid Pro Quo(This for that)

Revolves around a tangible employment action, such as:1. Promotion or pay raise in exchange for a sexual favor2. Inflating a performance evaluation

It can also be a form of retaliation for refusing to engage inthe sexual conduct.1. Loss of job2. Blocked promotion3. Demotion or transfer4. Poor job performance evaluation

Personal Use of Electronic MediaIf an employee’s use of electronic media interferes with the employee’s ability to effectively perform his or her job duties, the employee is subject to disciplinary action to include termination of employment.

Text Messaging

E-Mail

Blogs

Chat Rooms

Social Network Sites ( e.g., Facebook, My Space, Twitter)

Cell Phones