Workplace Harassment What Supervisors Need to Know

Workplace Harassment

What Supervisors Need to Know

© Business & Legal Reports, Inc. 1003

Session ObjectivesYou will be able to:• Understand the requirements of the law and

company policy• Identify incidents of workplace harassment• Handle complaints and participate in

investigations effectively• Take appropriate corrective action against

incidents of harassment in your department


What You Need to Know•What harassment is and why it is a problem• Company policy against harassment• Procedures for dealing with harassment• How to investigate incidents and determine

whether harassment has occurred• Proper action to stop harassment and

correct its effects


Why You Should Be Concerned•Workplace harassment is a serious problem• Complaints are rising• Harassment takes many forms


What Is Harassment?• Harassment is

unwelcome behavior directed at a member of a protected group• Harassment usually

involves a pattern of behavior• Harassment is a form

of illegal discrimination


What Is Harassment? (cont.)

• Harassment is often blatant• Harassment can also

be subtle• Behavior short of illegal

discrimination


What Harassment Is Not• Occasional teasing• Offhand comments• Isolated incidents that

are not extremely serious


When Is It Harassment?• One extremely serious

incident• Intimidating, hostile,

offensive environment


When Is It Harassment? (cont.)

• Unreasonable interference with work performance• Negative effect on

an individual’s employment opportunities• Harassment of those

who do not conform


Employer Liability• Preventing liability• Conduct of supervisors and managers


Employer Liability (cont.)

• Conduct of co-workers• Conduct of nonemployees


Harassment Policy• Familiarize yourself

with the policy• Explain the policy to

employees


Harassment Policy (cont.)

• Enforce the policy strictly• Review the policy

periodically and following any incidents


Harassment in the Workplace• Do you understand the

information in the previous slides?


Verbal Harassment• Threats• Intimidation• Offensive language,

slurs, or derogatory comments• Graffiti• Jokes• Circulating insulting

stories or rumors about a person


Nonverbal Harassment• Staring• Standing over

someone in an intimidating manner• Displaying or

circulating offensive pictures, cartoons, or objects• Singling out members

of protected groups for unfavorable treatment


Handling Employee Complaints• Encourage reporting• Never ignore a

complaint• Report complaints to

your boss and/or designated person• Understand that

employees are allowed to bypass the normal chain of command


Handling Employee Complaints (cont.)

• Strike a balance between the need for confidentiality and the need to investigate• Protect everyone’s

rights


Dealing with Minor Incidents• Determine the exact

nature of the incident• Counsel the alleged

harasser informally• Reassure the victim• Monitor the situation

carefully


Participating in An Investigation• Is an investigation

necessary?• How long will it take?• What intermediate

measures may be necessary?• How should the

investigation be conducted?


Questions During The Investigation• Questions to ask the

person making the complaint


Questions During The Investigation (cont.)

• Questions to ask the alleged harasser• Questions to ask

witnesses


Assessing Credibility• Plausibility• Demeanor•Motive to falsify• Corroboration• Past record


Has Harassment Occurred?•Making a determination•When no determination is possible• Filing a report• Informing the parties


Taking Corrective Action• Consult your manager

before taking action• Implement effective

remedial measures• Balance competing

concerns


Taking Corrective Action (cont.)

• Make certain the victim is not adversely affected • Stop the harassment

and ensure that it does not recur


Taking Corrective Action (cont.)

• Correct the effects of the harassment• Follow up to make sure the problem is

solved


Your Role in Dealing with Harassment• Do you understand the

information presented in the previous slides?


Diversity—Challenge and Opportunity• Recognize that the

problem is likely to grow• Understand that

harassment interferes with good work relationships• Encourage employees

to recognize the benefits of diversity• Promote a fair and

diverse workplace


Key Points to Remember• Illegal harassment is unwelcome behavior

directed at a person because of race, color, religion, national or ethnic origin, age, or sex• No rude, insensitive, or abusive behavior

should ever be tolerated• You play a critical role in identifying

harassment, investigating incidents, taking corrective action, and enforcing company policy

Documents

Workplace Harassment What Supervisors Need to Know