Federal Electric, Inc. Employee Training

1. Employee Training
Federal Electronics
July 22, 2011
 Richard Evangelista, Vice President
Federal Electronics
 Bernie McCann
Workplace consultant & Trainer
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2.  To educate all employees regarding Federal’s
policies concerning workplace discrimination,
harassment and prevention of violence.
 To prevent the occurrence of any workplace
discrimination, harassment, bullying or
violence at Federal Electronics and ensure all
employees have a safe and productive work
environment.
“Federal Electronics is committed to a policy of
equal employment opportunity and non-
discrimination for all persons regardless of race,
color, national origin, creed, religion, sex, age,
sexual orientation, or disability…and has a
tradition of maintaining a work environment
that encourages respect for the dignity of each
individual.”
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3. Prejudice – is a negative attitude or feeling
shown toward certain groups of people.
Prejudice can occur when people of different
races, ethnic backgrounds, national origin or
religions work together and begin to interact.
Prejudice can negatively impact work
productivity, can lead to conflicts and
occasionally, lead to aggression and violence.
Discrimination - Means treating a person or
group of people differently based on their
being (or appearing to be) part of a certain
group – like race, ethnic group, or religion.
When someone is subject to discrimination at
work, they are denied an equal share of certain
services, considerations, or opportunities that
they are entitled to.
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4.  Did the unfair treatment include racial, ethnic,
gender, or other similar comments?
 Do you feel you were treated unfairly based on
your race, gender, religion, or national origin?
 Did others receive preferential or different
treatment simply because they were of
another race, religion, or gender from you?
“Federal Electronics’ personnel policy
states that it will not tolerate any verbal
or physical conduct by anyone that
harasses, disrupts or interferes with
another’s work performance, or creates
an intimidating, offensive or hostile work
environment.”
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5.  Sexually harassing behavior can be verbal, non-
verbal, or physical.
 What is “offensive” is in the eye of the
recipient. What is NOT offensive to one person
may be offensive to another.
 Sexual harassment may include preferential
treatment to someone in return for sexual
favors or attention.
 Any unwelcome sexual or suggestive advances?
 Any sexual comments, jokes, talk about sexual conduct?
 Any displaying suggestive objects, pictures, items?
 Any physical touching, brushing up against, gesturing?
 Any asking about or making comments about another’s
sexual activity or experiences?
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6. 1. Supervisor/Manager to Employee
2. Employee to Employee
3. Employee to Customers, Subcontractors,
Public, etc.
 Comments like “I didn’t mean anything by it”
or “I was just joking” or “He or she can’t take a
joke” are not excuses for sexual harassment.
 Under the law, a person’s intent is irrelevant.
What is relevant how the behavior impacts the
other person.
 Under the law, a person has a responsibility
to say that the behavior is unwanted.
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7.  Do you believe you were treated unfairly?
 Was the behavior discriminatory, sexual, or
hostile?
 Have sexual favors been demanded, requested,
or suggested as a condition of employment or
other job benefits?
 Does this kind of behavior create a hostile,
offensive or threatening work environment?
 Workplace conflicts can easily escalate into a potential
for workplace violence. The following are strictly
prohibited and should be brought to the attention of a
group leader, supervisor or manager immediately:
 Any act which may physically or mentally harm another
 Any behavior that seems aggressive or violent
 Any threats to harm or endanger others
 Any threats to damage company property
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8.  It is important to tell the person how you feel
 You should report any improper conduct to
your group leader or supervisor
 Supervisors must thoroughly investigate all
complaints
 Employers must take action and discipline
individuals when necessary
 Confidentiality: All information regarding
complaints will be handled with sensitivity
and shared only with those people who have
a need to know.
 Non-Retaliation: Any retaliation against
employees who make legitimate complaints
about alleged harassment or discrimination
is against the law.
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9. 1. Did you find the behavior racist, sexist,
offensive, threatening, or harassing?
2. Have you told the other person that you
object to the behavior? Did they stop?
3. If the behavior stops = no complaint.
4. If the behavior continues = bring to attention
of a group leader, supervisor or manager
If you wish to report any discrimination, harassment or
potential workplace violence at Federal Electronics:
1. Report the incident to your group leader or supervisor.
2. Your group leader or supervisor will document the incident
and report it to the Plant Manager, who will fully investigate
the incident, and take any necessary actions.
3. If you prefer not to discuss your concerns with your group
leader or supervisor, please do not keep it to yourself. You
may always discuss it with any of the people listed below:
Richard Evangelista X22 Gary Crandall X21
Peter Sherman X15 Elizabeth Medeiros X26
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