They Made The News!. $107 Million – “Lucky” food store chain in California recently paid $107 million to settle a sexual harassment suit. $3.5 MILLION Baker & McKenzie, the world’s largest law firm, must pay up for creating a sexually hostile work environment.
$107 Million – “Lucky” food store chain in California recently paid $107 million to settle a sexual harassment suit.
Baker & McKenzie, the world’s largest law firm, must pay up for creating a sexually hostile work environment.
A federal jury awarded $514,656 to a female former Abbot Labs employee who claimed she was fired in retaliation for filing an internal complaint of sexual harassment against her male supervisor.
A federal judge in NJ awarded $250,000 in damages for emotional distress to a former Continental Airlines pilot who alleged that she was subjected to a sexually hostile environment that included pornography left in the cockpit by her male co-worker
Mitsubishi’s agreement to pay $34 million is the biggest sexual-harassment settlement ever obtained by the US Government
The bottom line is…NO ONE WINS !
TXI HR Policy P-5
Non-Discrimination and Anti-Harassment
a working environment that is free from any form of
harassment and/or discrimination.
free from discrimination, harassment, intimidation, and
coercion in any form. Such behavior is inconsistent with
the Company philosophy of mutual respect for all employees
and will not be tolerated.
intentionally or non-intentionally because
of their race, sex, religion, age, national
origin, disability, veteran status or any
other classification protected by State
or Federal laws.
(you – me – others) personal prejudices,
bias’s or wrong assumptions.
Percentage of employees reporting that they overheard slurs while on the job: Sexually inappropriate remarks (34%); Ethnic slurs (27%); Racial slurs (27%); Age related slurs (24%); Disability slurs (3%) and Sexual orientation slurs (20%).
special considerations (hiring, pay, or promotions)
Under Federal Law, unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
Quid pro quo sexual harassment occurs when an individual’s submission to or rejection of sexual advances or conduct of a sexual nature is used as the basis for employment decisions affecting the individual or the individual’s submission to such conduct is made a term or condition of employment
Hostile Environment sexual harassment occurs when unwelcome sexual conduct unreasonably interferes with an individual’s job performance or creates a hostile, intimidating or offensive work environment even though the harassment may not result in tangible or economic job consequences.
THIS AIN’T COOL !
Requests for Sexual Favors
unsolicited sexual conduct is imposed
on a person who regards it as offensive
or undesirable…. It then becomes
“SEXUAL” HARASSMENT !
When a person communicates that the
conduct is inappropriate….it becomes
ILLEGAL to continue it further.
OUR POLICY SAYS:
Employees who feel comfortable doing so should directly inform the person engaging
in harassment that such conduct or communication is offensive, and is contrary to company policy and must cease.
OUR POLICY SAYS:
If the harasser is the employee’s supervisor, the employee should immediately contact the Human Resources Department for guidance.
OUR POLICY SAYS:
Employees who are not comfortable communicating directly with their harasser,
or who have been unsuccessful in communicating with their harasser, should immediately contact their supervisor or the Human Resources Department.
Policy – Page 2; Paragraph 4 states…