Presented by:

Communicate and establish a commitment to foster

dignity and respect in the workplace for all
employees.
Present Best Cares and BBSIs stand on harassment
and discrimination
Learn what is acceptable and unacceptable
workplace behavior.
Understand the responsibilities of all employees to
help maintain an environment free from harassment.
Learn what to do if you experience or observe
harassment in the workplace.
 In 1980 the EEOC issued guidelines declaring
sexual harassment a violation of Section 703
of Title VII, establishing criteria for
determining when unwelcome conduct of a
sexual nature constitutes sexual harassment,
defining the circumstances under which an
employer may be held liable, and suggesting
affirmative steps an employer should take to
prevent sexual harassment.
 Defines sexual harassment as unwelcome
sexual conduct.
Two types of sexual harassment:
"quid pro quo"
"hostile environment
 Quid Pro Quo this for that
Occurs between a
supervisor and employee.
Supervisor abuses power.
When employees
submission to or rejection
of sexual requests or
conduct is used as a basis
for employment decisions.
 Hostile Work Environment:
Unwelcome behavior;
Severe or pervasive conduct (or both);
Offensive to the reasonable person;
Alters working conditions to create an
abusive working environment;
Can be created by anyone in the
workplace.
 The victim becomes a target because they
refuse a sexual request.
EXAMPLES:
Being fired
Passed over for a raise or promotion
Being given less than desirable work
 Conduct that is severe, pervasive, or both.
This can include items displayed in the
workplace that reasonably interfere with job
performance or that create an intimidating,
hostile, or offensive work environment.
EXAMPLES
Sexually explicit pictures, calendars, or objects
Using foul language
Making sexual jokes
Using obscene gestures
 An employee is asked to talk about her raise
with her supervisor after hours at a romantic
restaurant.
An employee brings a sexually explicit gag
gift into work for a co-workers birthday
present.
A supervisor regularly uses obscene language
when talking to his employees.
 It is unlawful to harass a person because of that
persons sex. Harassment can include sexual
harassment or unwelcome sexual advances,
requests for sexual favors, and other verbal or
physical harassment of a sexual nature.
Harassment does not have to be of a sexual nature,
however, and can include offensive remarks about a
persons sex. For example, it is illegal to harass a
woman by making offensive comments about women
in general.
Both victim and harasser can be either a woman or a
man, and the victim and harasser can be the same
sex.
 Although the law doesnt prohibit simple teasing,
offhand comments, or isolated incidents that are not
very serious, harassment is illegal when it is so
frequent or severe that it creates a hostile or
offensive work environment or when it results in an
adverse employment decision (such as the victim
being fired or demoted).
The harasser can be the victim's supervisor, a
supervisor in another area, a co-worker, or
someone who is not an employee of the employer,
such as a client or customer.
 A female employee wears miniskirts to work.
Is this inviting harassment?

A female supervisor makes frequent

comments about a male employees
physique. Is this sexual harassment?

A male supervisor makes frequent comments

about a male employees physique. Is this
sexual harassment?
 Inappropriate electronic material
Text messages, Twitter, Facebook, Instagram,
Snapchat, email
Suggestive Messages
EXAMPLES:
Sexual comment about an employees photo posted
on a social networking site.
Repeated text messages for a date.
Offensive photos or videos sent via email or cell
phone.
Sexual innuendo via tweet, text, email or FB
message.
 Two co-workers forward each other off-color
jokes via email.

An employee asks a co-worker out.

Two co-workers develop a personal

relationship.
 An employee posts a swimsuit calendar in
their work area.

An employee posts a male pinup poster in her

work area.

A vendor makes provocative comments to the

receptionist. YES
 Supervisors
Subordinates
Co-workers
Clients/customers
Vendors
Same-sex
 Direct targets
of harassment
Bystanders/witnesses
to harassment
 Verbal Visual Physical
- Unwanted propositions - Displaying of sexually - Inappropriate touching
- Repeated requests for suggestive objects, - Holding
dates cartoons or posters - Grabbing
- Sexual jokes - Leering, staring or - Massaging
- Boasting of sexual ogling at ones body or
conquests - Hugging
parts of ones body
- Excessive compliments - Kissing
- Obscene gestures or
- Insulting sounds, cat calls facial expressions - Accidental bumping
- Spreading rumors that - Leaning over someone
employees are sleeping
- Downloading
together (same or opposite pornography from - Invading personal
sex couples) internet space
-Asking questions about - Emailing sexual jokes
personal sexual matters or images
- Using terms such as
babe, honey, sweetie
 It is important to understand that intent has limited
relevance in determining whether or not a behavior is
sexual harassment.

What matters most is the impact of the behavior on the

work environment.

I didnt mean anything by it, is not a valid defense of

harassing behavior.

If you have any doubt about a behavior being unwelcome,

dont do it or say it.

Avoid the risk of offending a co-worker and the

consequences of sexual harassment.
 The stray remark
The overly sensitive employee
Consensual relationships
 Employers
Supervisors
Employees
Discrimination and Harassment is
Prohibited Based on:
Race Sexual Orientation
Color Ancestry
Religion Marital Status
Sex Pregnancy
National Origin Citizenship Status
Age Military Status
Disability Any other form of
illegal harassment
 Understand what it is and how it affects others.

Think about how your actions or comments might be

perceived by others.

Be careful with humor in the workplace. Stay away

from jokes that center on topics such as sex, race,
religion, gender or ethnicity.

Dont let peer pressure influence your behavior.

Ask yourself if your behavior is something you would

want your spouse, children or parents to witness.
 Set an example with your own
behavior.
Be consistent in your
expectations.
Communicate any discomfort
early on.
Seek assistance if the harassing
behavior is persistent.
 You have the responsibility to:
Inform the offender that the behavior is
unwelcome and needs to stop. Often this action
alone will resolve the problem.

If it is too awkward to talk to the offending person

or the problem is pervasive or severe, talk to
Human Resources, your supervisor or a BBSI
representative.
 If you think you may have offended or upset
someone:

Apologize to the person you may have

offended.

Be careful not to repeat the behavior.

 Your Companys Anti-Harassment Policy
Your Human Resources Department
Your BBSI Representative
The Equal Employment Opportunity
Commission (EEOC). The EEOC is the federal
agency that clarifies and enforces federal
harassment laws.