Prism Hotels & Resorts PREVENTING HARASSMENT IN THE WORKPLACE.
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Transcript of Prism Hotels & Resorts PREVENTING HARASSMENT IN THE WORKPLACE.
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 leadership 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
Understanding the Law
Title 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
Race
Color
Religion
National Origin
Sex
Gender
DisabilityAge
Citizen status
Ancestry
Pregnancy
Sexual orientation
Veteran status
Marital status
Citizenship
Genetic discrimination
Transgender
Gender identity / expression
Protected status of relatives, friends or associates
Retaliation
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
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 Promotions
Performance reviews Awards
Salary / wage Recognition
Desired assignment Demotions
Exclusion of assignments Discipline
Preferences on treatment Threats
BenefitsTransfer
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
Inappropriate conduct Touching
Visual posters
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
Investigation
Confidentiality 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
If you receive a compliant
Listen to the associate and don’t agree or disagree
Don’t provide guidance and don’t reach conclusions
Tell the associate the situation will be investigated
Tell the associate you will follow up
Ensure inappropriate conduct stops
Report it to GM, HR or Corporate- Immediately!
A formal complaint is not needed
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