Podcast
Questions and Answers
What constitutes discriminatory harassment?
What constitutes discriminatory harassment?
- Observable actions that do not affect an individual’s privacy.
- Comments based on race, gender, and other identified categories. (correct)
- Only unwelcome conduct of a sexual nature.
- Conduct that is welcomed by the recipient.
Which of the following is an example of sexual harassment?
Which of the following is an example of sexual harassment?
- Greeting a co-worker with a friendly handshake.
- Persistently complimenting someone's appearance in an inappropriate manner. (correct)
- Sharing work-related information with team members.
- Asking a colleague about their weekend plans.
What should someone do if they are uncertain whether their behavior is welcome?
What should someone do if they are uncertain whether their behavior is welcome?
- Observe the reactions of the other person and adjust accordingly. (correct)
- Ignore the reactions and continue as before.
- Consult with Human Resources immediately.
- Ask the person directly if their behavior is acceptable.
Confidentiality in the context of harassment complaints means:
Confidentiality in the context of harassment complaints means:
Which action is recommended if a person feels subjected to harassment?
Which action is recommended if a person feels subjected to harassment?
What distinguishes confidentiality from anonymity in harassment complaints?
What distinguishes confidentiality from anonymity in harassment complaints?
What is a potential consequence of not addressing disrespectful behaviors?
What is a potential consequence of not addressing disrespectful behaviors?
Which example does NOT indicate sexual harassment?
Which example does NOT indicate sexual harassment?
What should you do first if unwelcome behavior continues?
What should you do first if unwelcome behavior continues?
In which situation should you speak directly to the People Operations Manager?
In which situation should you speak directly to the People Operations Manager?
What is the goal of an informal resolution?
What is the goal of an informal resolution?
What should a Complainant include in their written complaint?
What should a Complainant include in their written complaint?
What happens if the complaint does not warrant an investigation?
What happens if the complaint does not warrant an investigation?
Who engages in discussions during an investigation?
Who engages in discussions during an investigation?
What type of complaints are investigated under this policy?
What type of complaints are investigated under this policy?
What email address should be used for complaints involving the President or Director?
What email address should be used for complaints involving the President or Director?
Study Notes
Harassment
- Discriminatory harassment includes unwelcome conduct based on personal characteristics like race, gender, disability, or sexual orientation.
- Sexual harassment involves unwelcome conduct of a sexual nature in the workplace.
- This includes comments about gender, gender presentation, sexual orientation or sex life.
- Unwelcome touching or hugging also falls under sexual harassment.
- Persistent compliments or comments on one's appearance or clothing could be considered sexual harassment.
- If unsure about the welcome nature of conduct, observe subtle cues like looking away or body stiffening.
Confidentiality
- Sensitive information from complaints about harassment, bullying or conflict must be kept confidential.
- Anonymous complaints cannot be investigated.
Addressing Unacceptable Behavior
- Tell the person to stop the unwelcome behavior immediately.
- Document the behavior and provide the person with a written note detailing the issues.
- If the behavior continues, speak to your supervisor or manager.
- If the situation involves senior management, you can confidentially speak to the People Operations Manager.
Resolution Process
- Informal Resolution: involves a supervisor or manager speaking to the involved staff members.
- Formal Investigation and Resolution:
- A written complaint is submitted to the People Operations Manager, outlining the behavior, dates, times, and witnesses.
- The complaint is reviewed, and if it indicates potential harassment or bullying, an investigation is conducted.
- The investigation may involve an internal or external investigator meeting with the concerned parties and reviewing relevant information.
- The investigation aims to establish the facts and determine appropriate disciplinary action.
- The People Operations Manager will inform both parties of the outcome in writing.
- The Complainant will have the opportunity to file a formal grievance if they are dissatisfied with the outcome of the investigation.
- The Respondent has the right to appeal the outcome of the investigation.
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Description
This quiz covers essential concepts related to harassment, including types of discriminatory and sexual harassment. It also addresses the importance of confidentiality in handling complaints and the steps to address unacceptable behavior in the workplace. Test your understanding of these critical workplace policies.
