Harassment Prevention Training - Gilmer County, Georgia
HR EXPERTISE (HR KNOWLEDGE)Harassment Prevention Training
Agenda1.2.3.4.5.6.Definition of harassmentIllegal harassment versus inappropriate conduct or behaviorThe importance of preventing workplace harassmentCategories of harassment (other than sexual harassment)Federal laws that prohibit and provide protection against harassmentOur policy and procedureHR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!2
What Is Harassment?In the employment and legal context, harassment is defined as conduct oractions—based on race, religion, sex, national origin, age, disability, geneticinformation, military membership or veteran status—severe or pervasiveenough to create a hostile, abusive or intimidating work environment for areasonable person.HR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!3
What Is Harassment? (cont.)State laws may further define harassment to include additional protections,such as sexual orientation, marital status, trans-sexualism or cross-dressing,political affiliation, criminal record, prior psychiatric treatment, occupation,citizenship status, personal appearance, “matriculation,” tobacco use outsidework, Appalachian origin, receipt of public assistance, or dishonorabledischarge from the military.HR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!4
What Is Harassment (cont.)Harassment is: A form of discrimination that violates Title VII of the Civil Rights Act of 1964, theAmericans with Disabilities Act (ADA), the Age Discrimination in Employment Act(ADEA), the Genetic Information Nondiscrimination Act (GINA) or the UniformedServices Employment and Reemployment Rights Act (USERRA). Unwelcome verbal or physical conduct based on a person’s race, color, religion,sex or gender, national origin, age (40 and over), disability (mental or physical),genetic information or military or veteran status.HR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!5
What Is Harassment (cont.)Harassment is: Severe, pervasive and persistent conduct that unreasonably interferes with anemployee’s work performance or creates an intimidating, hostile, or offensive workenvironment. An occurrence when an employee’s status or benefits are directly affected by theharassing conduct of a manager or person of authority. Adverse employment actions (retaliation) against employees who complained ofharassment or discrimination or who participate in a complaint procedure.HR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!6
Illegal Harassment VersusInappropriate Conduct or BehaviorIn the workplace and as used in this presentation, the term “harassment”refers to the illegal form of discrimination.Employees may say they are being harassed, however, when they aresubjected to inappropriate conduct or behavior that is not illegal but that isunacceptable in the workplace.The term frequently used to describe this type of behavior and conduct is“workplace bullying.”HR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!7
Illegal Harassment Versus InappropriateConduct or Behavior (cont.)Workplace bullying is repeated mistreatment of one or more employeesusing humiliation, intimidation and denigration of performance.Bullying behavior can exist at any level of an organization.Bullies can be superiors, subordinates, co-workers and colleagues.HR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!8
Illegal Harassment Versus InappropriateConduct or Behavior (cont.)Examples of workplace bullying include: Verbal abuse and profanity. Humiliation. Constant criticism or teasing. Gossip. Stealing the credit for work performed by the victim. Personal and professional denigration.HR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!9
Illegal Harassment Versus InappropriateConduct or Behavior (cont.)Examples of workplace bullying include: Overt threats. Assignment of unrealistic workloads. Aggressive e-mails or notes. Professional exclusion or isolation. Sabotage of career and financial status.HR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!10
Group DiscussionA supervisor in the accounting department constantly and publicly criticizeshis employees and calls them stupid and lazy. Is this illegal harassment orworkplace bullying? Explain your answer.The same accounting supervisor refers to one of his employees as an “oldgal” who is “over the hill” and has problems using a computer because of herage. Illegal harassment or workplace bullying? Why?HR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!11
The Importance of PreventingWorkplace Harassment Harassment harms us all. The most important part of our values is toensure all employees are treated with respect and dignity. Engaging in, condoning or not reporting any type of harassment is indirect conflict with our values. We must ensure compliance with federal discrimination laws and statefair employment laws.HR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!12
Categories of Harassment (OtherThan Sexual Harassment)Race/color:Ethnic slurs or jokes, offensive or derogatory comments, or other verbalor physical conduct based on an employee’s race/color constitutesharassment if that conduct creates an intimidating, hostile or offensivework environment and prohibits an employee from performing his or herjob.HR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!13
Categories of Harassment (OtherThan Sexual Harassment) (cont.)Religion: Harassment based on religion occurs when an employee isantagonized or ridiculed because of his or her religious beliefs. Another type of religious harassment occurs when a co-worker orsupervisor “preaches” or proselytizes to an employee and theemployee perceives that behavior to be unwanted and offensive,amounting to a hostile work environment.HR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!14
Categories of Harassment (OtherThan Sexual Harassment) (cont.)National origin:Harassment includes discriminating because of birthplace, ancestry,culture or linguistic characteristics common to a specific ethnic group orby requiring employees to speak only English unless an employer showsthat the requirement is necessary for conducting business.Age:The ADEA protects individuals age 40 and older. Harassment can include,for example, offensive remarks about a person’s age.HR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!15
Categories of Harassment (OtherThan Sexual Harassment) (cont.)Disability:The ADA prohibits workplace discrimination on the basis of disability.Under this law, when an employee is constantly subjected to pervasiveand severe harassment due to his or her real or a perceived disability thatcreates a hostile work environment, compensatory damages and punitivedamages can be sought against the employer.Genetic information:Under GINA, harassment can include, for example, making offensive orderogatory remarks about an applicant or employee’s genetic informationor about the genetic information of a relative of the applicant or employee.HR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!16
Categories of Harassment (OtherThan Sexual Harassment) (cont.)Military or veteran status:USERRA protects employees or applicants against harassment based ontheir military status or military obligations.HR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!17
Our Policy and Procedure onHarassment* Please read through policy and sign off that you have received it and thistraining.HR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!18
SummaryHarassment is conduct or actions—based on race, religion, sex, nationalorigin, age, disability, genetic information, military membership or veteranstatus—severe or pervasive enough to create a hostile, abusive orintimidating work environment for a reasonable person.Inappropriate conduct or behavior that is not illegal but that is unacceptablein the workplace is called workplace bullying, defined as repeatedmistreatment of one or more employees using humiliation, intimidation anddenigration of performance.HR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!19
Summary (cont.)It is important to prevent harassment in our workplace because it harms usall. It conflicts with our values and is illegal under federal and state laws.Your responsibilities are to: Know and comply with our policy and procedures. Immediately report any complaints you receive or incidents you witness toyour supervisor and/or the HR director and Fire Chief.HR EXPERTISE (HR KNOWLEDGE) 2016 SHRM. All rights reserved.!20
Than Sexual Harassment) (cont.) Disability: The ADA prohibits workplace discrimination on the basis of disability. Under this law, when an employee is constantly subjected to pervasive . PPT Harrassment Training for Employees 2 Created Date: 8/11/2018 7:44:22 AM .
Employee-Level Harassment Prevention Training Kit Contents 1. Employee HPT SB1343 PPT 2. DFEH Sexual Harassment Handout 3. DFEH Workplace Discrimination Poster / Handout 4. DFEH Transgender Poster / Handout 5. Harassment Prevention Training Roster, Quiz and Certificate 6. Harassment Prevention Training Quiz Answer Key 7. DFEH Sample EEO Policy 8.
Labrador's Harassment-Free Workplace Policy will be followed. An individual seeking to resolve issues of harassment or violence in the workplace should contact the Harassment-Free Workplace Manager (1.888-729-7690 or 729-2497) or complete a harassment complaint form and forward it to the Harassment-Free Workplace Division.
USCG SHP: Sexual Harassment Prevention 1 Introduction to Sexual Harassment Prevention Sexual harassment can create a hostile workplace, which, in turn, keeps us from performing at our best. Your fellow Coast Guard members and others where you work may need your help in preventing and responding to sexual harassment.
2019 Group Harassment Training 4 fisherphillips.com SB 1343 (New!) - Sexual Harassment Prevention Training "AB 1825" training previously required employers with 50 or more employees to provide sexual harassment prevention training for supervisors. SB 1343 now expands this to smaller employers of five or more employees and requires
hours of training regarding harassment prevention to all supervisory employees. employees As of January 1, 2019, AB 1343 requires employers to provide at least one hour of training regarding harassment prevention to all non-supervisory employees. Training employees on sexual is one of the best practices in preventing legal risks associated with
This training incorporates materials from the 2020 Model Sexual Harassment Prevention Training program created by the Department of Human Rights, and is also designed to meet the sexual harassment prevention training requirements of the Illinois Human Rights Act (775 ILCS 5/2-109(B)). Comments and suggestions are welcome and may be directed to the
2 UNESCAP – Prevention of workplace harassment, sexual harassment and abuse of authority HRMS/SDTU July 2006 Please complete the training programme at your earliest convenienceand submit either a copy of the printed certificate to HRMS/SDTU or send a pdf-copy to raabe@un.org, so that we can add it to your official status file.
Zoo Animal Nutrition III (2006) was edited by A. Fidgett, M. Clauss, K. Eulenberger, J.-M. Hatt, I. Hume, G. Janssens, J. Nijboer. Filander Verlag, Fürth ISBN-10: 3-930831-57-0 ISBN-13: 978-3-930831-57-9 To obtain a copy of the book, contact Filander Verlag at info@filander.de BIRDS Schoemaker, N.J. Some diet-related problems seen in birds 1 Ghysels, P. Transferring birds to pellet feeding 1 .
