workplace harassment what supervisors need to know

Workplace Harassment

What Supervisors Need to Know

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Session ObjectivesYou will be able to:• Understand the requirements of the law and

company policy• Identify incidents of workplace harassment• Handle complaints and participate in

investigations effectively• Take appropriate corrective action against

incidents of harassment in your department

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What You Need to Know•What harassment is and why it is a problem• Company policy against harassment• Procedures for dealing with harassment• How to investigate incidents and determine

whether harassment has occurred• Proper action to stop harassment and

correct its effects

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Why You Should Be Concerned•Workplace harassment is a serious problem• Complaints are rising• Harassment takes many forms

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What Is Harassment?• Harassment is

unwelcome behavior directed at a member of a protected group• Harassment usually

involves a pattern of behavior• Harassment is a form

of illegal discrimination

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What Is Harassment? (cont.)

• Harassment is often blatant• Harassment can also

be subtle• Behavior short of illegal

discrimination

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What Harassment Is Not• Occasional teasing• Offhand comments• Isolated incidents that

are not extremely serious

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When Is It Harassment?• One extremely serious

incident• Intimidating, hostile,

offensive environment

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When Is It Harassment? (cont.)

• Unreasonable interference with work performance• Negative effect on

an individual’s employment opportunities• Harassment of those

who do not conform

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Employer Liability• Preventing liability• Conduct of supervisors and managers

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Employer Liability (cont.)

• Conduct of co-workers• Conduct of nonemployees

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Harassment Policy• Familiarize yourself

with the policy• Explain the policy to

employees

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Harassment Policy (cont.)

• Enforce the policy strictly• Review the policy

periodically and following any incidents

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Harassment in the Workplace• Do you understand the

information in the previous slides?

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Verbal Harassment• Threats• Intimidation• Offensive language,

slurs, or derogatory comments• Graffiti• Jokes• Circulating insulting

stories or rumors about a person

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Nonverbal Harassment• Staring• Standing over

someone in an intimidating manner• Displaying or

circulating offensive pictures, cartoons, or objects• Singling out members

of protected groups for unfavorable treatment

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Handling Employee Complaints• Encourage reporting• Never ignore a

complaint• Report complaints to

your boss and/or designated person• Understand that

employees are allowed to bypass the normal chain of command

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Handling Employee Complaints (cont.)

• Strike a balance between the need for confidentiality and the need to investigate• Protect everyone’s

rights

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Dealing with Minor Incidents• Determine the exact

nature of the incident• Counsel the alleged

harasser informally• Reassure the victim• Monitor the situation

carefully

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Participating in An Investigation• Is an investigation

necessary?• How long will it take?• What intermediate

measures may be necessary?• How should the

investigation be conducted?

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Questions During The Investigation• Questions to ask the

person making the complaint

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Questions During The Investigation (cont.)

• Questions to ask the alleged harasser• Questions to ask

witnesses

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Assessing Credibility• Plausibility• Demeanor•Motive to falsify• Corroboration• Past record

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Has Harassment Occurred?•Making a determination•When no determination is possible• Filing a report• Informing the parties

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Taking Corrective Action• Consult your manager

before taking action• Implement effective

remedial measures• Balance competing

concerns

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Taking Corrective Action (cont.)

• Make certain the victim is not adversely affected • Stop the harassment

and ensure that it does not recur

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Taking Corrective Action (cont.)

• Correct the effects of the harassment• Follow up to make sure the problem is

solved

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Your Role in Dealing with Harassment• Do you understand the

information presented in the previous slides?

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Diversity—Challenge and Opportunity• Recognize that the

problem is likely to grow• Understand that

harassment interferes with good work relationships• Encourage employees

to recognize the benefits of diversity• Promote a fair and

diverse workplace

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Key Points to Remember• Illegal harassment is unwelcome behavior

directed at a person because of race, color, religion, national or ethnic origin, age, or sex• No rude, insensitive, or abusive behavior

should ever be tolerated• You play a critical role in identifying

harassment, investigating incidents, taking corrective action, and enforcing company policy