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  • Today's topic is a serious one.

  • We're going to talk about sexual harassment in the workplace, how to recognize it, establishing procedures to report it and how to prevent it.

  • The goal is a zero tolerance harassment free workplace.

  • Welcome to Hr Over Coffee.

  • A series from the experts at hr 360 where you will learn how to effectively hire, manage and terminate employees.

  • Despite decades of attention in the media and courts, sexual harassment remains a significant and costly problem in today's business environment.

  • According to the US Equal Employment Opportunity Commission, since 2010, more than 7000 sexual harassment charges have been filed with the agency each year.

  • The statistics are sobering all the more so because sexual harassment is against the law, both title seven of the Federal Civil Rights Act of 1964 and comparable state laws clearly provide that sexual harassment is a form of sex discrimination.

  • In addition to violating the law, sexual harassment negatively impacts the workplace by undermining the integrity of the employment relationship, harming employee morale and interfering with productivity.

  • But it need not happen at your company.

  • The first step in preventing harassment is establishing a zero tolerance policy clearly state that no form of harassment will be accepted at your workplace, including not only sexual harassment but also harassment due to race, religion, ethnic background, age or disability.

  • Publish the policy in your handbook and post it prominently on your company, internet or internal website.

  • Next offer employees training in how to recognize harassment.

  • Make sure they understand what types of actions and behaviors constitute sexual harassment and what things do not constitute sexual harassment.

  • Harassment can take many forms including unwelcome advances, requests for sexual favors or other verbal or physical conduct of a sexual nature.

  • Harassment is illegal when it's used as a basis for employment decisions.

  • For example, when an individual's employment job duties or opportunity for advancement are made conditional on granting sexual favors or being receptive to sexual advances.

  • This type of harassment results in a tangible employment action such as a hiring, firing, promotion or demotion.

  • Sexual harassment can also take the form of what is known as a hostile work environment.

  • Sexually suggestive talk, jokes, photographs or behavior are the norm, making offensive remarks about an individual's gender can also be harassment.

  • Conversely, a polite compliment or asking a colleague for a date is generally not considered harassment unless the behavior is unwelcome and becomes sufficiently severe or pervasive.

  • Whatever form harassment takes, the employer must intervene to stop it, establish a formal grievance system or process and let your employees know what it is as a first step.

  • It's helpful for the victim to directly address the harasser and clearly inform him or her that the conduct is unwelcome and must stop.

  • If the behavior doesn't end there, the person being harassed should engage any complaint or grievance system in place at the company to report the alleged sexual harassment.

  • Make this process as simple as possible for your employees by providing accessible points of contact for employees to bring complaints.

  • Your policy should also assure employees that they will not suffer retaliation as a result of any complaint made in good faith retaliation is against the law.

  • The most efficient solution to the problem of sexual harassment is to prevent it in the first place.

  • In addition to a formal policy training and reporting process, it's in an employer's best interest to discourage some of the behaviors that might lead to sexual harassment such as inappropriate joking, using crude language and posting sexually suggestive photographs in the workplace.

  • While it's impossible to monitor the behavior of every individual employee, setting reasonable standards and raising sensitivity can make it less likely that a line will be crossed for more information and further training on preventing sexual harassment.

  • Visit us online at www dot hr 360 dot com and click on the products tab.

Today's topic is a serious one.

Subtitles and vocabulary

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B1 harassment sexual harassment sexual workplace employment policy

Sexual Harassment in the Workplace

  • 39 5
    林宜悉 posted on 2023/03/23
Video vocabulary

Keywords

individual

US /ˌɪndəˈvɪdʒuəl/

UK /ˌɪndɪˈvɪdʒuəl/

  • noun
  • Single person, looked at separately from others
  • A single human being as distinct from a group.
  • A single thing or item, especially when part of a set or group.
  • A person, especially one of a specified kind.
  • A particular person or thing distinguished from others of the same kind.
  • A person, especially one of specified character.
  • A competition for single people.
  • adjective
  • Made for use by one single person
  • Having a distinct manner different from others
  • Relating to, or characteristic of, a single person or thing.
  • Having a striking or unusual character; original.
  • Single; separate.
  • Made for or relating to a single person or thing.
  • Having a striking personal quality or style.
  • Relating to, or characteristic of, a single person or thing.
  • Single; separate.
significant

US /sɪɡˈnɪfɪkənt/

UK /sɪgˈnɪfɪkənt/

  • adjective
  • Large enough to be noticed or have an effect
  • Having meaning; important; noticeable
  • (Statistics) being clearly different
process

US /ˈprɑsˌɛs, ˈproˌsɛs/

UK /prə'ses/

  • verb
  • To organize and use data in a computer
  • To deal with official forms in the way required
  • To prepare by treating something in a certain way
  • To adopt a set of actions that produce a result
  • To convert by putting something through a machine
  • noun
  • Dealing with official forms in the way required
  • Set of changes that occur slowly and naturally
  • A series of actions or steps taken in order to achieve a particular end.
  • A systematic series of actions directed to some end
  • A summons or writ to appear in court or before a judicial officer.
  • A series of actions or steps taken in order to achieve a particular end.
  • other
  • To perform a series of mechanical or chemical operations on (something) in order to change or preserve it.
  • To deal with (something) according to a particular procedure.
  • Deal with (something) according to a set procedure.
  • To perform a series of mechanical or chemical operations on (something) in order to change or preserve it.
  • To perform a series of operations on (data) by a computer.
  • Take (something) into the mind and understand it fully.
  • other
  • Deal with (something, especially unpleasant or difficult) psychologically in order to come to terms with it.
recognize

US /ˈrek.əɡ.naɪz/

UK /ˈrek.əɡ.naɪz/

  • verb
  • To accept the truth or reality of something
  • To consider something as important or special
  • To accept the legal authority of someone, thing
  • To publicly show appreciation for someone's work
  • To know someone or something because you have seen or heard him or her or experienced it before
  • To know someone or something because you have seen or heard them before
  • To officially accept or approve of something
  • other
  • To identify someone or something seen before.
  • To acknowledge the existence, validity, or legality of something.
  • To show appreciation for someone's efforts or qualities.
  • To understand and accept the importance of something.
  • To know someone or something because you have seen or heard them before
  • To accept that something is true or important
  • To officially accept or approve of a country, government, etc.
  • To realize or understand something
opportunity

US /ˌɑpɚˈtunɪti, -ˈtju-/

UK /ˌɒpə'tju:nətɪ/

  • noun
  • Time, situation when a thing might be done; chance
  • A set of circumstances that makes it possible to do something.
  • A favorable time or occasion for doing something.
  • A situation or condition that provides a job prospect.
  • A chance to do or achieve something in business.
  • A situation or occasion affording some advantage.
  • A possibility of employment or promotion.
  • A time or situation in which something can be done.
  • A favorable or advantageous circumstance or combination of circumstances.
  • Scope for exercising a talent or skill.
  • A favorable juncture of circumstances.
physical

US /ˈfɪzɪkəl/

UK /ˈfɪzɪkl/

  • noun
  • Health check at the doctors' or hospital
  • A medical examination to check a person's overall health.
  • adjective
  • Concerning the body of a person
  • Concerning things that can be seen or touched
  • Relating to things you can see or touch.
  • Involving bodily contact or the use of force.
  • Relating to physics.
  • Relating to the body as opposed to the mind.
  • Relating to things that can be seen or touched.
  • other
  • Education in sports and exercise.
severe

US /səˈvɪr/

UK /sɪ'vɪə(r)/

  • adjective
  • Very bad; harsh
  • (Of clothes, etc.) plain; simple; not decorated
consider

US /kənˈsɪdər /

UK /kən'sɪdə(r)/

  • verb
  • To think carefully about something
  • other
  • To think carefully about something, typically before making a decision.
  • To believe someone or something to be something.
  • To believe someone or something to be.
interfere

US /ˌɪntɚˈfɪr/

UK /ˌɪntə'fɪə(r)/

  • verb
  • To get involved in something not your business
  • other
  • To prevent a process or activity from continuing or being carried out properly.
  • To involve oneself in a situation when one's involvement is not wanted or is unhelpful.
environment

US /ɛnˈvaɪrənmənt, -ˈvaɪən-/

UK /ɪn'vaɪrənmənt/

  • noun
  • Natural world in which plants and animals live
  • The entire surrounding conditions of something
  • The natural world, as a whole or in a particular geographical area, especially as affected by human activity.
  • A set of hardware or software parameters that define the characteristics of a computer system.
  • The people and things that are around you that affect how you behave and develop.