WORKPLACE HARASS-MENT AWARENESS

TRAINING

Positive Work Environment

It is the policy of Pagoda Group that all employees, students, clients and visitors to our facilities enjoy a posi-tive, respectful and productive work environment free from behavior, ac-tions or language constituting work-place harassment.

Harassment Prevention

Pagoda is required by law to take all steps necessary to prevent sexual ha-rassment. These steps include inform-ing individuals of their rights and re-sponsibilities, developing educational programs to sensitize the Pagoda community on the issue, and develop-ing sanctions against harassment.

Learning Outcomes

Know the definition and forms of ha-rassment

Be familiar with examples of prohib-ited behavior

Be familiar with Pagoda’s harass-ment policies

Know what to do if you or someone else is being harassed

Workplace Harassment Defini-tion

Workplace harassment is a form of offensive treatment or behavior, which to a reasonable person creates a humiliating, intimidating, hostile, or abusive work en-vironment.

It may be sexual, racial, based on gender, national origin, age, disability, religion, or sexual orientation.

It may also encompass other forms of hostile, intimi-dating, threatening, humiliating or violent behavior, which may not constitute illegal discrimination but are nonetheless prohibited by this policy.

Harassment does not have to be intentional to be ille-gal.

A third party may also be considered a victim of ha-rassment.

Sexual harassment

Unwelcome sexual advances, requests for sexual favors, and other verbal and physi-cal conduct of sexual nature when: Submission to such conduct is made an implicit

condition of an individual’s employment, or is used as a basis for any employment decision (promotion, granting leave, favorable perfor-mance evaluation, etc.)

Such conduct has the purpose or effect of unrea-sonably interfering with one’s work (or in-class) performance or creating an intimidating, hostile or offensive working (learning) environment.

Sexual Harassment

Conduct does not have to be repetitive or severe, although frequency and severity are key issues in determining disciplinary action.

Single or isolated incidents can still cre-ate a hostile environment.

Conduct can be carried out by employ-ees, students and visitors alike.

Can occur anywhere: classroom, teach-ers’ room, café, lobby, etc.

Sexual Harassment

“Harassment is in the eye of the beholder.”

Workplace harassment is a form of offen-sive treatment or behavior, which to a rea-sonable person creates a humiliating, in-timidating, hostile, or abusive work envi-ronment.

“Reasonable person” governs whether ha-rassment has occurred and determines the appropriate response.

Harassment Examples

Telling off-color jokes, making fun of someone, spreading sexual rumors, rating people based on appearance

Comments about body parts, clothing, age, or sex life

Making sexual propositions, pressuring students or co-workers

Using racially derogatory vocabulary Comments about an individual’s skin color or

other racial/ethnic characteristic Negative stereotypes regarding birthplace or

ancestry

Harassment Examples Cont’d

Posting/Circulating suggestive or demean-ing pictures, messages, texts, calendars, etc.

Leering, staring, gesturing or winking Touching in a way that may make one feel

uncomfortable: brushes, pats, hugs, pinches…

Insistent requests for a date, dinner, drinks, or persistent calls, text messages, or other invitations

Assault

Rights & Responsibilities

Rights: all employees, students, clients and visitors to our facilities should enjoy a positive, respectful and productive work environment free from behavior, actions or language constituting workplace harassment.

Responsibilities: When you come to work, “filter” your behavior

to a respectful and professional standard. Take seriously any form of harassment that

takes place and report it. Never blame the victim for having caused the

harassment

Steps to Take

Confront the harasser if you feel comfort-able/safe doing so.

Use an intermediary (i.e. co-worker or manager) to confront the harasser.

Talk to your manager, trainer, recruiter or other Pagoda representative and file a verbal or written report .

What will happen?

Informal mediation: attempt to resolve the situation informally with the offender and victim.

Formal complaint: Data is gathered to determine if there is suffi-

cient evidence to support claim. Appeal possible Grievance hearing Disciplinary action

Not to be taken lightly

Pagoda expects professional conduct from its teachers at all times, and ha-rassment will not be tolerated. Harass-ment may lead to:

Disciplinary action Termination of employment Legal prosecution

No Excuses

The following are not excuses for work-place harassment: “It was just a joke.” “It was meant as a compliment.” “Just ignore it.” “He/she wanted it.”

Costs to the Victim

Humiliating, intimidating, hostile, or abu-sive experience

Psychological stress or trauma Deterioration of morale Damaged interpersonal relationships

Costs to the Offender

Disciplinary action Termination of employment Legal action

Pagoda expects professional conduct from its teachers at all times, and harassment will not be tolerated.

Costs to Pagoda

Damage to the company’s image Deterioration of employee or student

morale Diminished student learning Court awards, settlements and fees

Conclusion

As a teacher at Pagoda, you have the right and responsibility to work in, and maintain, a positive and friendly work environment.

Harassment of any kind will not be toler-ated and will be seriously addressed if any such situation were to arise.

Thank You!

Thank you for taking the time to read Pagoda’s Workplace Harassment Awareness Training.

If you have any questions, please contact hellojobpagoda@gmail.com and/or your di-rect manager.