PREVENTING WORKPLACE HARASSMENT - Trupp HRis harassment? Conduct or any action based on a protected...

PREVENTINGWORKPLACE HARASSMENT:Understanding roles & responsibilities

Presented by Jean Roque© Trupp HR, Inc.

© Trupp HR, Inc. 2018

Jean RoqueAs the Founder and President of Trüpp, Jean has a passion for contributing to, and furthering the success of growing organizations. Her straightforward yet strategic approach focuses on delivering HR services that are tailored to the unique needs, risks, and business objectives of each organization while removing the complexity often associated with the HR function.

About TrüppTrüpp is a human resources company that supports small to mid-sized clients thrive by providing a full spectrum of HR services—including HR outsourcing and consulting services along with training and development solutions. Trüpp is ranked as one of Oregon & SW Washington’s 100 Fastest Growing Private Companies.

© Trupp HR, Inc.

© Trupp HR, Inc. 2018

WHAT is harassment?Conduct or any action based on a protected personal characteristic that is severe or pervasive enough to create a hostile, abusive, or intimidating work environment. May be sexual or non-sexual in nature.Two forms of harassment: Hostile work environment Quid pro quo

Harassing behavior may be considered: Bullying Abusive conduct

Retaliation When a person is targeted because they have asserted

their rights to a protected activity.© Trupp HR, Inc.

© Trupp HR, Inc. 2018

WHY is this a prevailing issue?

• Attention from media

• Empowered employees

• Enhanced enforcement

• Still an issue

© Trupp HR, Inc.

© Trupp HR, Inc. 2018

WHO is responsible for creatinga respectful workplace?

• Company

• Leadership

• Managers

• Employees

• Others

© Trupp HR, Inc.

© Trupp HR, Inc. 2018

Company

• Core values

• Company culture

• Employee policies

• Reporting mechanisms

© Trupp HR, Inc.

© Trupp HR, Inc. 2018

Leadership• Modeling core values

• Building company culture

• Enforcing company policies

• Encouraging use of resources

• Aligning talent and performance management

© Trupp HR, Inc.

© Trupp HR, Inc. 2018

Managers• Fostering respectful and inclusive work

environment

• Managing client and vendor relationships

• Setting the example

• Being approachable and unbiased

• Maintaining a pulse and awareness

© Trupp HR, Inc.

© Trupp HR, Inc. 2018

Employees• Following company policies

• Aligning with company values

• Treating others with respect

• Increasing awareness of self and others

• Equipping themselves to respond to inappropriate situations

© Trupp HR, Inc.

© Trupp HR, Inc. 2018

Others

• Board of Directors

• Independent Contractors

• Vendors

• Customers

© Trupp HR, Inc.

© Trupp HR, Inc. 2018

Roles of Harassment

TARGET

BYSTANDER

OFFENDER

© Trupp HR, Inc.

© Trupp HR, Inc. 2018

Target

• What happens when you are the target?

• How should you respond?

• How can you proactively equip yourself?

© Trupp HR, Inc.

© Trupp HR, Inc. 2018

Bystander

• What happens when you are the bystander?

• How should you respond?

• How can you proactively equip yourself?

© Trupp HR, Inc.

© Trupp HR, Inc. 2018

Offender

• What happens when you are the alleged offender?

• How should you respond?

• How can you avoid being an offender?

© Trupp HR, Inc.

© Trupp HR, Inc. 2018

What lessons can we learn?

• Agreements• Company protections• Policies• Accepted practices• Empowered employees• Impact to the business• Pay equity

© Trupp HR, Inc.

© Trupp HR, Inc. 2018

What actions should we take?• Executive sponsorship

• Managers representing the company values and policies

• Training and equipping both managers + employees

• Create a safe environment for employees

• Robust reporting mechanism and investigation process

• Timely handling of complaints + prompt action

© Trupp HR, Inc.

© Trupp HR, Inc. 2018

Jean Roque503.828.0255 | 855.TRUPPHR (855.878.7747)

jean.roque@trupphr.comwww.trupphr.com

QUESTIONS?

© Trupp HR, Inc.