Maintaining respect and civility is a key component of creating a positive work environment. In this webinar, Vance Daniels, SPHR, will discuss how to identify and deal with conflict, harassment and discrimination, and what supervisors can do to promote respect in the workplace. Resolving interpersonal conflict in the workplace Recognizing and reporting harassment & discrimination Handling complaints and taking corrective action

1. Respect
in
the
Workplace
Vance
Daniels,
SPHR
G&A
Partners

2. Session
Objec=ves
• Dealing
with
interpersonal
conflict
in
the
workplace
• Recognizing
and
repor=ng
harassment
&
discrimina=on
• How
to
handle
harassment
&
discrimina=on
claims

3. Sources
of
Conflict
• Poor
Communica=on
• Difference
in
Values
• Differing
Interests
• Personality
Clashes
• Poor
Performance
• Bias/Stereotypes

4. Poll
Ques=on
Have
you
personally
experienced
a
conflict
with
a
co-­‐worker?

5. Addressing
Conflict
• Avoidance
• Collabora=on
• Compromise
• Compe=ng
• Backing
Down

6. Conflict
Resolu=on
• Address
the
issue
face
to
face
• Iden=fy
the
conflict
• Iden=fy
the
best
possible
outcome
• Let
both
sides
speak
• Provide
solu=ons
• What
solu=ons
will
work
for
both
par=es
•
What’s
the
way
forward

7. Example
of
Workplace
Conflict
Jonathan
thinks
his
supervisor,
Sue,
is
not
giving
him
good
leads
for
his
sales
job.
He
thinks
she
is
trying
to
push
him
out.
He
starts
publicly
cri=cizing
her
management
abili=es
and
saying
she
is
causing
sales
revenue
to
fall.
Conflict
in
the
Workplace

8. Examples
of
Conflict
• There
is
con=nual
conflict
between
Accoun=ng
and
Sales.
Accoun=ng
accuses
sales
of
not
comple=ng
all
the
paperwork.
Sales
feels
the
paperwork
is
cumbersome
and
not
necessary.

9. • Race
• Color
• Na=onal
origin
• Religion
• Gender/Pregnancy
• Age
• Disability
• Gene=c
informa=on
Harassment
&
Discrimina=on

10. Harassment
and
the
Law
• Unwanted,
unwelcomed
and
uninvited
behavior
that
demeans,
threatens
or
offends
the
vic=m
and
results
in
a
hos=le
environment
for
the
vic=m.
Harassment
and
the
Law

11. Harassment
• Offensive
jokes
• Slurs/Insults
• Physical
assault/
Threats
• In=mida=on
• Offensive
objects
or
pictures

12. Harassment
• EEOC
Employer
Compliance
Manual:
• “…Title
VII
is
not
a
general
civility
code,
and
does
not
render
all
insensi=ve
or
offensive
comments,
pe^y
slights,
and
annoyances
illegal.
O_and
or
isolated
incidents
(unless
extremely
serious)
will
not
rise
to
the
level
of
illegality.”
Ø If
it
is
not
illegal,
is
it
okay?

13. Is
This
Harassment?
A
co-­‐worker
con=nually
impersonates
an
employees
accent
Is
this
harassment?
A
Buddhist
employee
discusses
medita=on
techniques
with
a
curious
co-­‐worker
in
the
lunch
room.
Is
this
harassment?
A
42-­‐yr-­‐old
con=nually
teases
a
64-­‐yr-­‐old
about
receiving
senior
ci=zen
discounts.
Is
this
harassment?
NO
YES
YES

14. Is
This
Harassment?
A
female
employee
expresses
concerns,
and
her
manager
jokingly
says
“don’t
be
a
girl
about
it”
Is
this
harassment?
When
some
co-­‐workers
go
out
to
lunch
they
don’t
invite
a
minority
employee.
Is
this
harassment?
An
employee
is
having
a
bad
day
and
his
supervisor
asks
if
he
has
taken
his
medica=on.
Is
this
harassment?
YES
NO
YES

15. Sexual
Harassment
• Conduct
of
a
sexual
nature
that
is:
• Unwelcome
• Harmful
• Offensive

16. Tangible
Employment
Ac=on
• Tangible
employment
ac0on
(Quid
Pro
Quo)
• Hiring,
Firing
• Promo0ons
• Discipline
• Compensa0on
• Automa=c
liability
if
tangible
employment
ac=on
occurred
Tangible
Employment
Ac=on

17. Hos=le
Work
Environment
Examples
include:
• Sexually
explicit
pictures,
calendars,
graffi=,
or
objects
• Regularly:
• Using
dirty
words
• Making
sexual
jokes
• Using
obscene
gestures
• Making
rude
comments
of
a
sexual
nature

18. Who’s
Affected?
• Those
who
commit
acts
of
sexual
harassment,
include:
• Employees
at
any
level
• Clients
or
customers
• Members
of
the
same
gender
Who
Can
be
Affected?

19. Who’s
Affected?
(cont.)
• Those
who
experience
harassment,
include:
• Direct
targets
• Bystanders
and
witnesses
Who
Can
be
Affected?

20. Is
This
Sexual
Harassment?
An
employee
asks
a
co-­‐worker
for
a
date.
Is
this
sexual
harassment?
An
employee
is
asked
by
her
supervisor
to
talk
about
her
raise
aher
hours
at
a
roman=c
restaurant.
Is
this
sexual
harassment?
An
employee
brings
a
sexually
explicit
gag
gih
to
work
for
a
co-­‐worker’s
birthday
present.
Is
this
sexual
harassment?
YES
YES
NO

21. Preven=on:
What
can
You
Do?
• Consider
your
own
ac=ons
• could
you
be
making
someone
uncomfortable?
• ...even
uninten=onally?
• Report
harassment
promptly
• Support
vic=ms
• Cooperate
with
inves=ga=ons
• Retalia=on
is
not
tolerated
• Follow
Policies

22. Repor=ng
Harassment
• Supervisor
• Management
• Human
Resources
• G&A
Partners
• Don’t
wait!

23. Supervisor
Role
• A
supervisor
is
an
agent
of
the
company
in
terms
of
his
or
her:
• Knowledge
–
What
you
know….or
should
have
known
• Statements
• Ac=ons

24. Discrimina=on-­‐
What
Is
Prohibited?
• Organiza=ons
can’t
discriminate
in:
• Recrui=ng,
hiring,
and
tes=ng
• Firing
• Promo=ons,
transfers,
layoffs,
recalls
• Discipline
• Training
and
appren=ceship
programs
• Compensa=on
and
benefits

25. Discrimina=on
-­‐
What
Is
Prohibited?
• Basing
employment
decisions
on
anything
other
than
an
individual’s
qualifica=ons
and
abili=es
• Applying
different
standards
to
different
individuals
• Allowing
or
engaging
in
harassment
• Retalia=ng
against
individuals
for
engaging
in
protected
ac=vi=es

26. Discrimina=on
• Inten=onal
discrimina=on
• Uninten=onal
discrimina=on
• Adverse
impact

27. Handling
Complaints
• Encourage
repor=ng
• Confiden=ality
• Respond
to
all
complaints
• Allow
employees
to
bypass
the
normal
chain
of
command
• Contact
Human
Resources

28. Poll
Ques=on
Does
your
office
have
a
formal
policy
in
place
so
that
employees
can
safely
lodge
complaints?

29. Taking
Correc=ve
Ac=on
• Correct
the
effects
of
the
harassment/
discrimina=on
• Adverse
Ac=on
• Follow
up
to
make
sure
the
problem
is
solved
• Retalia=on
is
prohibited

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Cer3fica3on
Credits:
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recer=fica=on
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recer=fica=on
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Cer=fica=on
Ins=tute.
We
will
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Program
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HR
Cer=fica=on
Ins=tute
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program.
It
means
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Cer=fica=on
Ins=tute's
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QUESTIONS?
G&A
Partners
info@gnapartners.com
(800)
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*This webinar has been recorded and will be posted on the G&A website by Friday