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SH Training Ongoing

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Lisa Howe

on 20 September 2017

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Transcript of SH Training Ongoing

Sexual Harassment Training
Sexual Harassment
Form of gender harassment
Must be of a sexual nature
Must be unwelcome
What to do?
All employees must report incidents of harassment against themselves, or observed acts of harassment against others, to their immediate supervisor or the Human Resources Department.
Report in a timely manner
Cooperate with investigations
Rachel Dominguez

Lisa Howe
The act of systematic and/or continued unwanted and annoying actions of one party or a group, including threats and demands.
Unwelcome conduct based on race, color, religion, gender (including pregnancy), national origin, age (40 or older), disability or genetic information.
Title VII Harassment
An adverse action against an employee
he/she was engaged in a protected activity.
Protected activity + adverse action = retaliation
Don't object if chain of command is not followed
Address the complaint ASAP
Report all complaints to HR (vicarious liability)
Do not retaliate
“If I were to remain silent, I'd be guilty of complicity.”
― Albert Einstein
Define and identify types of sexual harassment and retaliation.
Know the City's policies and procedures for sexual harassment and retaliation.
Understand your responsibilities for sexual harassment and retaliation.
Sexual harassment is unlawful and contributes to a poor working environment.
Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of illegality. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people.
Human Resources: 775-2303
Be proactive
Quid Pro Quo
Hostile Work Environment
Full transcript