Chapter 14 Ensuring A Harassment Free and Respectful Workplace Flashcards
Respect for ourselves guides our morals; respect for others guide our manners. (Page 247)
Laurence Sterne
An inclusive, harassment-free workplace is one where employees: (Page 248)
feel safe and are treated fairly
A harassment-free workplace enables employees to: (Page 248)
- focus on their work
- maintain teamwork
- communicate effectively
One step in creating a harassment-free and respectful workplace is to understand the definitions of ____, _____, and ____ and the difference among them? (Page 24p
discrimination, harassment, disrespectful behavior
_____ is making a choice such as what to eat for supper or your favorite color. (Page 249)
Discrimination
____ is making a biased employment decision against a person because of their protected characteristics.
Illegal Discrimination
____ is a legal term describing a form of discrimination where a person is subject to threatening, intimidating, embarrassing, or other offensive and unwelcome behavior because of gender, race, ethnicity, religion, age, disability or some other protected characteristic. (Page 249)
Harassment
_____, while not a legal term, describes action that insult or indicate hostility or aversion toward someone. The behavior is not directed at a person because of protected characteristics. (Page 249)
Disrespectful Behavior
_____ prohibit illegal discrimination and harassment based on protected characteristics, but those laws do not prohibit ______. (Page 249)
Federal State Employment Laws/Disrespectful Behavior
As a supervisor it is important to be familiar with your organizations _____ and _____ so that you can meet your unique responsibilities. (Page 250)
harassment policy/complaint process
Title VII of the 1964 Civil Rights Act, as amended in 1991, prohibits discrimination in hiring, promotion, discharge, pay, benefits, job training, classification, and other aspects of employment on the basis of race, religion, color, national origin, sex, age, disability, pregnancy, and other protected characteristics. Courts have ruled that sexual harassment is _____ and is, therefore, prohibited by Title VII. (Page 252)
sexual discrimination
The Age Discrimination in Employment Act of 1967 protects applicants and employees _______ from discrimination in the hiring, promotion, discharge, compensation terms, conditions, or privileges of employment. (Page 252)
40 years of age or older
_______ prohibits the use of genetic information in making employment decisions, restricts employers from requesting, requiring, or purchasing genetic information, and strictly limits the disclosure of genetic information. (Page 252)
Title II of the Genetic Information Nondiscrimination Act of 2008
The ________, as amended, prohibits sex discrimination in payment of wages to women and men performing substantially equal work in the same organization. (Page 252)
Equal Pay Act of 1967
Your organizations harassment policy, not ______, determines what behaviors are prohibited in the workplace. (Page 252)
employees’ personal comfort
An overheard conversation that any employee finds offensive may create a ______ (Page 252)
hostile work environment
What are the four reasons that the family medical leave act may be granted? (Page 253)
- Birth of and care for a child
- Placement and care for a child through adoption or foster care
- Care for the employees spouse, son, daughter, or parent with a serious health condition.
- Serious health condition that makes the employee unable to perform one or more of the essential functions of his or her job.
Some unwelcome behavior that is not clearly illegal or prohibited by your organization’s harassment policy such as hugging, asking for a date, nonsexual touching, or comments about appearance may constitute ______
(Page 253)
subtle sexual harassment
Subtle sexual harassment creates and uncomfortable work-place; if it escalates, it may create a _________. (Page 253)
Hostile Work Environment
What are two practical ways to recognize subtle sexual harassment when the recipient has not said, “That is unwelcome:” (Page 257-258)
- Focus on the impact of the behavior rather than on its intention.
- Try to determine if the person experiencing the behavior,s uch as a hug or nonsexual comments about appearance ,initiates and participates in the same behavior.
To respond appropriately to a complaint, you must understand that is considered a complaint, how to be an ____ rather than and investigator, and how to respond to a complainants questions.
objective fact finder (neutral fact finder)
The goal of effective intervention is to: (Page 258)
- Clarify the organizations harassment policy
- Encourage open communication
- Stop prohibited behavior
One method for avoiding retaliation, or it appearance, against an employee you supervise who has filed a discrimination or harassment complaint is to seek guidance from your ______. (Page 259)
HR Department
