SEXUAL HARASSMENT

FOR EMPLOYEESREQUIRED TRAINING FOR ALL ICC EMPLOYEES

WHY ARE YOU REQUIRED TO COMPLETE THIS TRAINING?

Title VII of the Civil Rights Act of

1964

Equal Employment Opportunity Commission

(EEOC)

Learning Outcomes for this Training

Define sexual harassment,

Identify potential victims and harassers,

Identify conduct and behavior that is not appropriate in the workplace,

Report incidents of possible sexual harassment, and

Increase the chances of having a positive work environment.

Defining Sexual Harassment

Any unwelcome sexual advances

Requests for sexual favors

Verbal or physical conduct of a sexual nature when:

Submission to this conduct is made either explicitly or implicitly a term or condition of an individual’s employment

Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual

Such conduct creates an intimidating, hostile or offensive work environment.

Quid pro quo

“something for something”

Hostile Work Environment

Over 7,000 sexual harassment

charges have been filed yearly

with the EEOC since FY 2010

http://www.eeoc.gov/eeoc/statistics/

enforcement/

sexual_harassment_new.cfm

Press Release1-28-13

EEOC Reports Nearly 100,000

Job Bias Charges in Fiscal Year

2012

http://www.eeoc.gov/eeoc/newsroom/release/1-28-13.cfm

Potential Victims and Harassers

VictimsMore than one

May be male or female

HarassersMay be male or female

May be male to female, female to male, male to male

or female to female

May be a member of the workplace or an outside

source such as a vendor, contractor, or sales

representative.

What is “Inappropriate” Conduct and Behavior?

What is “Inappropriate” Conduct and Behavior?

• Staring or leering

• Offensive remarks about a co-worker’s looks,

clothing and/or body

• Physical contact in a manner that creates an

uncomfortable feeling

• Sexual or offensive jokes or making sexual

gestures

• Displaying sexually related material

• Sexually related material in email, letters, or

notes

Preventing Sexual Harassment at Work

Be proactive.

Speak up!

Report inappropriate

behavior.Keli Tuschman

Director of Human Resources

Extension 5606

ICC Concern Log

http://www.indycc.edu/contact-us/

Independence Community College’s Policy on Harassment

Harassment of anyone, or by anyone, associated with Independence Community College is prohibited. This includes members of the Board of Trustees, staff, faculty, students, and College vendors while on campus or in any way associated with the College off campus. Harassment is generally defined as consistent, persistent or unwelcome behaviors, comments (written or spoken) or physical contact that in any way promotes an environment of violence, hostility, degradation, exploitation, intimidation, or fear. The types of harassment prohibited include, but are not limited to: bullying, sexual harassment (including gender identity and sexual orientation), racial harassment, age based harassment, country of origin harassment, belief based harassment, Veteran status based harassment, hazing, stalking, mobbing, and abuse. Staff and Faculty Handbook

The Effects of Sexual Harassment

What Should You Do If Sexual Harassment Occurs?

Condensed from the ICC Staff and Faculty Handbook:

Report the incident to their immediate supervisor. The initiation of a report shall not affect the employee’s status, compensation, or work assignment. All reports of harassment shall be maintained in strict confidentiality.

Immediate supervisors must report any harassment incident to Human Resources. If the harassment received by the employee is believed to be from the immediate supervisor, the initial report will go to Human Resources and the President.

Human Resources will initiate a confidential finding of fact upon receipt of a harassment report.

If Human Resources determines action in response to harassment based on fact finding, the recommendation should be sent to the appropriate supervisor or the President if the supervisor is involved.

Opportunity for appeal is provided in the Employee Grievance Procedures.  

Reporting a Harassment Claim to Your Supervisor or ICC’s HR Department

When? Date and time of the incident

Where? Location where the incident took place

Who? Person(s) involved including any witnesses

What? Detailed description of what happened

Any other pertinent information that will help in the investigation

Sexual Harassment Case Scenarios for Employees

Case 1 Tom and Sherri

Sexual Harassment Case Scenarios for Employees

Case 2 Mike

Sexual Harassment Case Scenarios for Employees

Case 3 Sandy

Case 4 John and Louise

Sexual Harassment Case Scenarios for Employees

Case 5 Tony

Sexual Harassment Case Scenarios for Employees

Case 6 Susan and

Lisa

Sexual Harassment Case Scenarios for Employees

Case 7 Bryan

Sexual Harassment Case Scenarios for Employees

Case 8 Shirley,

Stacy, and Mary

Sexual Harassment Case Scenarios for Employees

You Can Make a Difference!

Be aware of your actions

Be cautious

Be proactive

Be responsible

Everyone benefits in a workplace free from sexual

harassment.For more information about ICC’s workplace policies, see the Staff and Faculty Handbook. For more information about any type of harassment, contact ICC’s Human Resources Department at Ext. 5606.

Please proceed to the Sexual Harassment

Training Quiz

ICC’s required Sexual Harassment Training is not complete until the quiz is completed.