Sexual Harassment Training presentation

Model Sex Harassment Training for CA supervisors : 

Model Sex Harassment Training for CA supervisors Employment Law Presented by: Keita Goshima

More Strict in California: 

More Strict in California Strict Sexual Harassment Training Policy in California AB 1825 Requiring Two hours of sexual harassment training For companies with 50 or more employees Training must include Harassment law Prevention and correction Remedies available for victims

Sexual Harassment is serious violation of Title VII: 

Sexual Harassment is serious violation of Title VII In 1980, EEOC issued regulation defining sexual harassment In 1986, US Supreme Court rules sexual harassment violated the prohibition against sex discrimination under Title VII In 1991, prohibition were added to title VII that expanded the rights of women to sue and collect compensation and punitive damages

California State Law: 

California State Law The California Fair Employment and Housing Act (FEHA) prohibits sexual harassment in employment Applies to private public employers, employment agencies, labor organization, state local government. Must distribute each employee an information sheet on sexual harassment Employer is responsible for action of nonemployees in the workplace

Quid Pro Quo  vs  Hostile Environment          Sexual Harassment : 

Quid Pro Quo vs Hostile Environment Sexual Harassment Quid Pro Quo sexual harassment in which the harasser requests sexual  activity from the harassee in exchange for workplace benefits Hostile Environment sexual harassment in which unwelcome, severe or pervasive sexual harassment creates an intimidating, hostile, or offensive envirnmnent . Quid Pro Quo has been recognized as actionable behavior for decades, but hostile environment as onlysince the late 1980s

Forms of Sexual Harassment: 

F orms of Sexual Harassment Physical Verbal V isuals Once you learn these different forms of unacceptable behavior, you will be able to recognize sexual harassing conduct in workplace.

Physical: 

Physical Unnecessary touching Blocking another person’s movement Poking Grabbing Hugging Kissing Sexual assault

Verbal: 

Verbal Requests for sexual favors, threats, reprisals or refusal Belittling, sexually explicit, or degrading description of a person Comments about someone’s anatomy or dress Explicit discussions about sexual practices Sexually oriented noises, jokes, or remarks Requesting an employee to wear sexually suggestive clothing

Visuals: 

Visuals Staring or leering at our employer’s anatomy Highly suggestive looks, smiles or gestures Making sexual gestures Displaying sexually suggestive or explicit objects, pictures, cartoons Also included are those that are written such as suggestive obscene letters or invitations, notes, greeting cards or invitation via email.

What can you do?: 

What can you do? Victims of sexual harassment in the workplace should be informed of their rights Utilize your company’s procedures Immediately report the conduct File a complaint

Vicarious Liability for Sexual Harassment: 

Vicarious Liability for Sexual Harassment Harassment usually occurs at times and places where supervision or monitoring are absent. O rganization is always responsible for every employee action or reaction at work

Necessary Steps to Avoid Vicarious Liability: 

Necessary Steps to Avoid V icarious L iability Establish and implement a complaint procedure Train all employees of the policy and procedures Act immediately upon receiving the complaint Take immediate corrective action Do not retaliate!

Remedies for Sexual Harassment: 

Remedies for Sexual Harassment Separate the harasser and victim Transfers, reassignments, leaves of absence, and closer supervision Refer the complaining employee to counseling Discipline Oral or written reprimand Demotion Suspension Wage reduction Discharge

Consequences of Sexual Harassment: 

Consequences of Sexual Harassment Damages employee morale Impact careers Legal cost and punitive damage Creates high absenteeism Low productivity High employee turnover

Mitsubishi Motor Manufacturing: 

Mitsubishi Motor Manufacturing EEOC filed350 female employees against Mitsubishi Motor Manufacturing One of the largest sexual harassment case in history $34 million in damage

Protect yourself!: 

Protect yourself! By getting more knowledgeable about sexual harassment, what it can do to us, to our careers, to our reputation, and to our lives

References: 

References Bennett -Alexander, Dawn D. and Hartman, Laura P. (2009), “Employment Law for Business” 6 th Edition. NY, New York: McGraw-Hill Irwin Cobey Christopher, K. C. (2005). Sexual harassment prevention training now mandatory for california employers . Retrieved from http://library.findlaw.com/2005/Feb/6/133651. html Law Room. (2011). Prevention of sexual harassment training . Retrieved from http://lawroom.com/ab_1825. aspx Orlov , O. D. (1999). What every manager needs to know about sexual harassment . New York: Amacom The ACA Group. (2006). Preventing sexual harassment: it's the law in california . Retrieved from http://www.theacagroup.com/ harassmentarticle.htm Toolkit Media Group. (2011). state laws on sexual harassment . Retrieved from http:// www.toolkit.com / small_business_guide / sbg.aspx?nid =P05_5190