Sexual Harassment – Flashcards

Is abusive, obscene, or threatening conduct or communication that is intended to harass, annoy, alarm, torment, embarrass, or injure another.

-Free of harassment

Employees who engage in such conduct while on duty or on city premises will be subject to immediate discipline.

Any unwelcome sexual conduct which occurs under one or more of the following conditions, is prohibited and shall not be tolerated.

-Any manager, supervisor, or employee who engages in such objectionable conduct is subject to discipline up to and including termination. -Sexually oriented jokes, remarks, gestures, or pictures, may be offensive to other employees and will not be tolerated.

Consequences/Outcomes

Immediately report it to their supervisor

Contact their Assistant Dept. Director or Dept. Director or the Director of HR.

-Remove him/herself from the dangerous situation and immediately notify the appropriate emergency personnel by calling 911. -The employee should report the emergency call to his or her supervisor or management immediately .

Reporting violations of this policy in good faith.

(a) is any unwelcome sexual conduct that occurs under one or more of the following conditions. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature will be considered harassment when: 1. Submission to such conduct is made either openly or by implication a term or condition of an individual's employment; or 2. Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting that person; or 3. Such conduct unreasonably interferes with the individual's work performance or creates an intimidating, hostile, or offensive working environment. (b) Sexually oriented jokes, remarks, gestures, or pictures may be offensive to other employees and will not be tolerated. (c) Any manager, supervisor or employee who engages in such objectionable conduct is subject to immediate discipline up to and including termination.

(a) is abusive, obscene or threatening conduct or communication that is intended to harass, annoy, alarm, torment, embarrass or injure another. (b) While on duty or on city premises, employees shall not: 1. Use obscene or abusive language or offensive or offensive gestures in their communication with workers or members of the public; or 2. By oral, written, electronic or other means of communication threaten or intimidate coworkers or member of the public; or 3. Physically endanger, intimidate or injure coworkers or member of the public (c) Employees who engage in such conduct while on duty or on City Premises will be subject to immediate discipline.

1. Any person in the employee's chain of command, including the Chief. If the allegation involves a person in the employee's chain of command, employees should feel free to report the situation to any other supervisor. 2. Internal Affairs (for sworn employees). 3. The APDHR manager (for civilian employees). 4. City Auditor's Office. 5. The Director of City HR or Civil Service.

The Equal Employment Opportunity Commission (EEOC) from the Civil Rights Act of 1964, Amended 1972, Title VII

Equal Employment Opportunity Commission

-1964

Includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: 1. Submission to such conduct is maybe either explicitly or implicitly a term or condition of an individual's employment 2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or 3. Such conduct has the purpose or effect of unreasonable be interfering with an individual's work performance, or creating an intimidating, hostile, or offensive work environment.

Influencing, offering to influence, or threatening the career, pay or job of another person in exchange for sexual favors.

-Deliberate or repeated offensive comments, gestures, or physical contact of a sexual nature in a work related environment; and/or -Conduct that unreasonably interferes with an employee's work performance or creates an intimidating, hostile, or offensive working environment.

The victim does not have to be the person at whom the conduct is directed. It may be someone who is affected by such conduct when it is directed to another person.

-Unwelcome letters, telephone calls or distribution or display of material of a sexual nature; Emails too -Unwelcome and deliberate touching, leaning over, cornering or pinching; -Unwelcome sexually suggestive looks or gestures... -Unwelcome pressure for dates; -Unwelcome pressure for sexual favors; -Unwelcome sexual teasing, jokes, remarks or questions.

-LE Related -HPD Harassment case that involved retaliation for reporting; Reporting party was punished for reporting the harassment.

-Umbrella Sexual Harassment Case

-Same sex case -"Men can't be sexually harassed" -Drilling Company

The facts on a case by case basis

-Immediate and appropriate corrective action.

-Prevention

-Agents, including non-employees, and supervisory employees, regardless of knowledge or authorization of inappropriate behavior. -Employers, supervisors, and individual employees may all be held separately

POLICY PROHIBITING sexual harassment

-Supervisor -An agent of the employer -A supervisor in another area -A co-worker -Or a non-employee.

A woman or a man - The victim doesn't have to be of the opposite sex (can occur to the same sex)

Anyone affected by the offensive conduct

Without economic injury to or discharge of the victim.

- Sec. 39.03 Official Opression -Sec 42.07 Harassment

The expression of sexual feelings.

-ANNOYING -ABUSIVE

ANNOYANCE TO ABUSE

Will feel harassed

-APD Internal Affairs -APD Human Resources -City of Austin Human Resources

Criminal

Innocent in the court of law

It will create mistrust and resentment in their working relationship

Different things to different people.

-Media attention -Criminal sexual harassment cases

Behave in ways that are sometimes inappropriate.

UNWELCOME