Harassment, Discrimination and Diversity 2012

1. Harassment, Discrimination and Diversity 2012

2. Course Navigation The course runs automatically. However, you can use the navigation buttons in the lower left corner of the screen to move through the course. Below are explanations of each of the buttons actions. You must view every slide in completing the course before selecting the Exit button! NEXT/PREVIOUS SLIDE REWIND SOUND ON/OFF PLAY/PAUSE FAST FORWARD EXIT

3. What’s Covered? • Some of the objectives covered in this course are: • Laws and regulations pertaining to Sexual Harassment • SCUSA policies and procedures for preventing harassment and discrimination • The categories of harassing behavior • The process for reporting Sexual Harassment • The impact of Sexual Harassment on our business

4. Harassment, Discrimination & Diversity Welcome to SCUSA’s Sexual Harassment Course. What’s Covered? • Laws and regulations pertaining to Sexual Harassment • SCUSA policies and procedures for preventing harassment and discrimination • Categories of harassing behavior • The process for reporting Sexual Harassment • The impact of Sexual Harassment on our business

5. Sexual Harassment Definition • Sexual Harassment is defined by the EEOC as: • Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile or offensive work environment.

6. Sexual Harassment Federal Law • Title VII of the Civil Rights Act of 1964 • Sexual Harassment is a form of sex discrimination that violates Title VII of the Civil Rights act of 1964. Title VII applies to employers with 15 or more employees, including state and local governments.

7. SCUSA Policy – Sexual Harassment • SCUSA prohibits any form of sexual harassment and harassment based on pregnancy, childbirth or related medical conditions, race, color, religion, creed, gender, sexual orientation, national origin or ancestry, age, physical or mental disability, medical condition, marital status, registered domestic partner status, military status or status as a Vietnam-era or special disabled veteran, workplace injury status, or any other category protected by federal, state and local law. • For more info, review the Associate Handbook in • SCUSA Source.

8. SCUSA Policy – Sexual Harassment • This prohibition on harassment includes harassment by any associate, supervisor, co-worker, vendor, client, customer or any third party. We also prohibit unlawful harassment based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. • For more info, review the Associate Handbook in • SCUSA Source.

9. Direct vs. Indirect Harassment Harassment can be Direct or Indirect. Direct Harassment occurs when the employee is the intended recipient of the harassment. In-Direct Harassment occurs when an employee is not the intended recipient of the harassment, but is still offended by seeing or overhearing the harassment.

10. Four Categories of Sexual Harassment Behavior • Sexually harassing behavior falls into four categories: • Verbal harassment • Physical harassment • Visual harassment • Sexual favors

11. Visual Sexual Harassment • Some examples of visual sexual harassment are: • Suggestive posters, pin-ups, calendars, etc. • Offensive magazines • Unwanted/offensive E-mail • Inappropriate web-sites / Screen savers • Facial expressions • Elevator eyes (roaming up and down) • Offensive/Revealing attire

12. Verbal Sexual Harassment Some examples of verbal sexual harassment are:

13. Physical Sexual Harassment • Some examples of physical sexual harassment are: • Hugging and kissing • Touching hair, body, or clothing • Massaging • Leaning over, cornering, or pinching someone • Exposing oneself

14. Sexual Favors • The “classic” cases are managers or supervisors using their formal power to sexually harass, which is referred to as “Quid Pro Quo”. Sexual favors are requested in exchange for a raise, promotion, job change, better working hours or any other conditions of employment

15. SCUSA Policy With respect to harassment, SCUSA prohibits: • Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual or otherwise offensive nature, especially where: • Submission to such conduct is made either explicitly or implicitly a term or condition of employment; • Submission to or rejection of such conduct is used as the basis for decisions affecting an individual's employment; or • Such conduct has the purpose or effect of creating an intimidating, hostile or offensive working environment.

16. Sexual Harassment Victims • Sexual Harassment can occur in a variety of circumstances, including but not limited to: • The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex. • The harasser can be the victim’s supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.

17. Who are the Harassers? • There is no standard type, race, sex or age for accused sexual harassers. They come from all walks of life, all ages, and both sexes. • However, harassment also occurs among co-workers and clients and customers, vendors and contractors have been known to harass employees.

18. SCUSA Policy regarding Non-Employees This policy also prohibits SCUSA associates from harassing vendors, independent contractors, customers and others in any manner described above. Each employee is responsible for helping create an atmosphere free of unlawful discrimination and harassment, sexual or otherwise. Further, ALL employees are responsible for respecting the rights of their co-workers.

19. What do I do about Sexual Harassment? Victim or Observer of Harassment: • If you believe that you’ve been treated in an unlawful, discriminatory manner based on sex, religion, race, or other factors, promptly report the incident to a member of the Human Resources team. • Inform the harasser directly that the conduct is unwelcome and must stop. • Report the sexual harassment using any employer complaint mechanism or grievance system available. • Human Resources will investigate and take appropriate action. Complaints will be kept confidential to the extent possible, consistent with SCUSA’s need to conduct the investigation and take any necessary action.

20. Retaliation • Retaliation is forbidden by law • An employee who reports harassment or discrimination may not be retaliated against in any fashion. • Any employee may not be questioned or criticized for bypassing the “chain of command” when reporting harassment.

21. Impact on the Business Lawsuits may result in payment for: • Lost wages (past and future) • Reinstatement • Emotional distress • Punitive damages • Attorneys’ fees • Court orders (e.g., transfers, training, etc.)

22. What’s Covered? • Some of the objectives covered in this course are: • Laws and regulations pertaining to Sexual Harassment • SCUSA policies and procedures for preventing harassment and discrimination • The categories of harassing behavior • The process for reporting Sexual Harassment • The impact of Sexual Harassment on our business

23. Course Navigation To receive proper credit for completing the course, click the “X” in the lower right corner of the screen. You must also complete the end of course quiz.