Harassment In The Workplace

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Harassment In The Workplace
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Peoria Unified District Policy

• All individuals associated with this school
  district including but not limited to the
  Governing Board, administration, staff and
  students are expected to conduct themselves so as
  to provide an atmosphere free from harassment.

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Administrator Responsibility

• Must provide an awareness of the district policy
• Identifies to staff what constitutes harassment
  and the consequences
• Provides direction in the workforce for an
  environment free from harassment

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What is Sexual Harassment ?

• Unwelcome sexual advances, requests for sexual
  favors, and other verbal or physical conduct of a
  sexual nature when such conduct has the purpose
  or effect of unreasonably interfering with a work
  experience or creating an intimidating, hostile
  or offensive work environment.

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Examples of Sexual Harassment

• Inappropriate jokes
• Offensive or suggestive comments about a persons
  clothing or looks
• Suggestive gestures
• Unnecessary Touching
• Immodest pictures or sexually suggestive visuals

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Two Types of Sexual Harassment

• Hostile Work Environment
• Objectionable actions and conditions that hinder
  work performance
• No tangible job loss can be proven
• Examples Jokes, posters, off handed remarks. The
  tolerance of any of these actions by management.
• Quid Pro Quo
• This for That
• If you do this for me I will do that for you.

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What is Harassment?

• Harassment consists of unwelcome comments or
  conduct having specific or reasonable implied
  reference to race, color, sex, national origin,
  religion, age, disability or any other personal
  characteristic

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Examples of Harassment

• Racial slurs
• Ethnic remarks
• Comments regarding someones age
• Jokes in regards to race, age, religion, sex or
  disability

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Harassment In The Workplace

• The Peoria Unified School District in an Equal
  Opportunity Employer
• We respect the belief of others and celebrate the
  diversity of the workplace

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Who can be found liable?

• Individuals may be held liable for
• Their own actions toward others
• Retaliation against those reporting incidents

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Employees Responsibility

• Inform the person you do not appreciate the
  action or remark
• Report the incident to the site supervisor,
  supervisory administrative council member and/or
  human resources
• Complete an Initial Incident Report identifying
  the persons involved, summarizing the incident,
  list any witnesses, indicate what you feel needs
  to be done to resolve the problem.

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What will happen to the person accused?

• The person may be put on administrative leave
  pending an investigation
• The outcomes include
• No action
• Verbal warning
• Written warning
• Written reprimand
• Suspension
• Termination

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Please complete the quiz.

• Harassment Quiz