Harassment Training

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Harassment Training

• Presented for
• Piedmont Health Services, Inc.
• Darlene Nicgorski

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A hostile work environment, like beauty,
Lies in the eyes of the beholder
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Who does it affect?

• The employee harassing another employee can be an
  individual of the same sex. Harassment does not
  imply that the perpetrator is of the opposite
  sex.
• The harasser can be the employee's supervisor,
  manager, customer, coworker, supplier, peer, or
  vendor. Any individual who is connected to the
  employee's work environment, can be accused of
  harassment.
• The victim of the harassment is not just the
  employee who is the target of the harassment.
  Other employees who observe or learn about the
  harassment can also be the victims and institute
  charges. Anyone who is affected by the conduct
  can potentially complain of sexual harassment

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Two types of harassment

• Quid Pro Quo
• VS.
• Hostile Environment

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Quid Pro Quo definition

• The term quid pro quo is a Latin phrase
  informally translated as "something for
  something" or "this for that".
• This type of harassment alters the terms and
  conditions of employment

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Behavior is considered Quid Pro Quo harassment
when

• Submission to such conduct is made either
  explicitly or implicitly a term or 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 such individual
• 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

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Hostile Environment definition

• Hostile Environment occurs when an employee is
  subjected to unwelcome, severe, and pervasive
  conduct... that
• creates an abusive or hostile work environment.

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Examples of hostile environment harassment

• Pin-ups or sexually explicit calendars
• Profanity
• Staring or leering at certain body parts
• Touching of a person in an unwelcome way
• Telling off color jokes

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Examples of hostile environment harassment

• Yelling and/or screaming
• Demeaning or insulting comments
• Threats of violence
• Threatening someones job
• Calling individuals by other than their proper
  name (sweetie, honey, dear, etc..)

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Summary definition

• Hostile Work Environment - - any continued
  behavior or work environment situation that
  another employee finds offensive, harassing or
  threatening.
• Remember. harassment, lies in the eyes of the
  beholder.

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Other types of harassment

• Sexual
• National Origin
• Religion
• Race
• Handicap, Age
• Veteran Status
• Sexual Orientation (PART OF PHS, Inc. protected
  class)

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Supervisors can create hostile environments

• Kick the dog reaction
• Bad Mood
• Communication style

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Employee Rights

• Harassment free (non-hostile) workplace
• Reporting Options
• Immediate Investigation
• Confidentiality (when possible)
• No reprisal or retaliation

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Employee Responsibilities

• Personal conduct
• Report unwelcome conduct of others
• Report observed unwelcome conduct toward other
  employees

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Supervisors and Managers are held to higher
standards Example What is the difference
between sexual harassment by a peer and
sexual harassment by a supervisor
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In summaryPHS will

• Take any and all allegations seriously
• Investigate any allegation promptly
• Handle on a need to know basis
• Proceed with caution
• Determine and take what ever action is necessary
• Ensure no retaliation against complainant
• Train all employees

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• Thank You
• For Your Participation
• Please sign the Non-Harassment Policy Statement
  on the following slide and bring it to new
  employee orientation

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Piedmont Health Services Sexual and Other
Harassment Piedmont Health Services is committed
to providing a work environment that is free of
discrimination and unlawful harassment. Actions,
words, jokes, or comments based on an
individuals sex, race national origin, age,
religion, or any other legally protected
characteristic will not be tolerated. Sexual
harassment (both overt and subtle) is a form of
associate misconduct that is demeaning to another
person, undermines the integrity of the
employment relationship, and is strictly
prohibited. Any associate who wants to report an
incident of sexual or other unlawful harassment
should promptly report the matter to his or her
supervisor. If the supervisor is unavailable of
the associate believes it would be inappropriate
to contact that person, the associate should
immediately contact any member of Management.
Associates can raise concerns and make reports
without fear of reprisal. Any supervisor or
manager who becomes aware of possible sexual or
other unlawful harassment should promptly advise
their department manager or an HR representative
who will handle the matter in a timely and
confidential manner. Anyone engaging in sexual or
other unlawful harassment will be subject to
disciplinary action, up to and including
termination of employment. I have read this
policy or have had it read to me. I have had the
opportunity to have this policy explained to me
should I not understand any part of it. I
acknowledge that I must personally abide by these
standards. ________________________________ ______
__________________________ Signature Print
Name ________________________________ Date