Prism Hotels & Resorts
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Transcript of Prism Hotels & Resorts
Prism Hotels & ResortsPREVENTING HARASSMENT IN THE WORKPLACE
Introductions
Name
Department
Length of time in current position
Ground Rules
Professional & respectful No cell phones, tables, iPds (turn on silence or off) Attend the entire presentation and participate No discussions of current or past incidents Complete and attend the entire presentation Lead by example Be familiar with expectations & Prism’s policies
Session objectives Understanding of laws and harassment Prism’s policies and expectations Harassment unlawful & unprofessional conduct Reporting and compliant process Investigations Retaliation Your role as supervisor and manager
Harassment
Why is harassment an issue in the workplace?
What do you know about the law?
Understanding the LawTitle VII and the EEOC
Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. In addition, section 102 of the Civil Rights Act (CRA) amends the revised statutes by adding a new section to provide for the recovery of compensatory and punitive damages in cases of intentional violations of Tile VII, Americans with Disabilities 1990 and section 501 of the Rehabilitation Act of 1973
Protected classes by law and our policy
RaceColorReligionNational OriginSexGenderDisabilityAge
Citizen statusAncestryPregnancySexual orientationVeteran statusMarital statusCitizenship
Genetic discriminationTransgenderGender identity / expressionProtected status of relatives, friends or associatesRetaliation
Prism’s Policies
Harassment Policy
Personal /family relationships in the workplace
Inappropriate conduct
Harassment
It is illegal
It is a form of discrimination
The conduct violates our policies
It creates a negative work environment
Financial impacts the Company and an individual
Types of harassment
Hostile work environment
Quid pro quo
Hostile work environment
Offensive to a reasonable person Unwelcome Offensive physical, visual or verbal conduct Severe
Egregious behavior / physical attack or isolated incident Pervasive
It results in a pattern of conduct It affects and impacts a protected class
Quid pro quo
Behavior is initiated or perpetrated by management Supervisor, manager, director or above
Involves a tangible work action
Submission to sexual advance or conduct, explicit or implicit
Tangible work action
Schedule PromotionsPerformance reviews AwardsSalary / wage RecognitionDesired assignment DemotionsExclusion of assignments DisciplinePreferences on treatment ThreatsBenefitsTransfer
Employment Conditions
Where does harassment occurs? At work
When management or supervisors are not present
Public areas
Associate guest areas
Guest rooms
Off premises
Work travel
Social events
After-work non sponsored happy hours or social gatherings
Texting
Inappropriate conduct Touching Visual posters E-mail Photographs Cartoons Repeated requests Inappropriate language Intimidation Physical expressions (looks, leering)
Complaint process All Inappropriate conduct should be reported to:
HR GM Executive Corporate Supervisor
InvestigationConfidentiality to the extend needed to conduct the investigation
How to determine if harassment occurs Eye of the beholder
Reasonable person’s point of view
Intentional or unintentional
Not subject to policy interpretation
Perception of welcome vs unwelcome
Harassment Vs. Inappropriate Conduct
It is offensive
Violates our code of conduct policy
It violates our harassment policy
Any unprofessional or inappropriate conduct that violates our policy, whether involves harassment or not, will lead to disciplinary action up to termination
Retaliation
It is not tolerated
Must be reported
It can occur on or off premises
Consequences are serious, often leading to employment termination
Consequences of inappropriate conduct
Disciplinary action
Employment termination
Personal reputation and credibility
Personal liability
Practice
True Or
False
What we expect from you
Professional
Engage in conduct that is work appropriate on or off premises
Engage in conduct that does not violate our policies
Prevention and early intervention is the best way to maintain an environment free from inappropriate and illegal harassment
Thank you