PREVENTING WORKPLACE HARASSMENT

[Audio] Add date prior to use.. 11713. PREVENTING WORKPLACE HARASSMENT.

[Audio] Introduce self and explain your background ( HR manager, been with company X years, etc.). Add Name/ Title of presenter..

[Audio] Today we will discuss Southwire's anti-harassment policies and your obligations as a Team Member/supervisor/manager and the tools to use in preventing/reporting inappropriate conduct. To understand what harassment is and how we should properly approach it. We can answer any questions at the end of this video.

[Audio] By now, many of you are familiar with this slide and familiar with what it means to take a " One Southwire" approach. Today we'll be focusing on the shared values and culture component of this mission. The core values of Southwire, which are emphasized in its Code of Conduct, include: Individuals being treated with dignity and respect. An atmosphere that promotes equal opportunity. And an Environment free of unlawful discriminatory practices such as unlawful harassment.

[Audio] Harassment is a form of discrimination based on personal characteristics that are protected by law..

[Audio] Behavior indicative of harassment is generally defined as improper and unwanted conduct that might reasonably be expected or perceived to cause offense or humiliation to another person. "Unwanted" means the victim didn't initiate or invite the behavior. It's most often a pattern of behavior but can also include extremely severe isolated incidents. Examples of harassing behavior can include: Offensive comments, remarks, or jokes Displays of offensive pictures, cartoons, or materials Repeated pressure to participate in unwanted, inappropriate, or offensive activity and Unwanted physical activity, including touching, pushing, or staring Common courtesies, such as holding the door for a coworker, typically don't constitute harassment. Anyone who is affected by the conduct could potentially be a victim of harassment; the conduct does not need to be directed at that person to be considered harassment. This includes people who overhear or witness the behavior, such as Team Members sitting nearby. Also remember that behavior that was once tolerated but is no longer acceptable to the recipient can be considered unwanted. And keep in mind that the intent behind the behavior doesn't matter and conduct that's acceptable to some may be unwanted by others. Only the potential victim's reaction and the facts of the situation determine whether conduct was unwanted..

[Audio] In addition to our organizational commitment to preventing harassment, there are a combination of state, federal, and local laws that protect against harassment. Together, these laws and regulations prohibit discrimination based on certain categories. These include: Race or color Religion Ancestry or national origin Sex, including pregnancy and medical conditions resulting from pregnancy Sexual orientation, gender identity, and gender expression Age and Physical or mental disability Some jurisdictions prohibit discrimination based on additional categories, such as veteran or military status, marital status, family status, and domestic violence victim status. Our organization is committed to not only complying with all laws, but also doing what's right to create a work environment where all Team Members feel safe and respected. Racial Harassment Racial harassment is a form of race discrimination and includes discriminatory conduct based on beliefs about a person's race and the physical characteristics associated with a person's race, such as skin color, hair texture or hairstyle, or facial features. Racial harassment can take numerous forms, including: Derogatory name-calling and racist slurs, insults, or threats Bigoted or hateful statements directed against a particular race Racially themed jokes Display of racist graffiti, images, or insignia and Racially motivated violence Racial harassment can also occur among persons of the same race. Religious and National Origin Harassment Our organization does not tolerate harassment or offensive behavior against Team Members because of their religious beliefs and practices or their ethnicity, ancestry, or national origin. It is unlawful to discriminate against a person because of: Their affiliation with a particular religious or ethnic group Their physical or cultural traits and clothing, including accents or social customs or A perception that a person is of a particular ethnicity or national origin Religious and national origin harassment can occur in a variety of ways, such as: Expressing defamatory, bigoted, or hateful views of people of specific religious or ethnic backgrounds Voicing stereotypes about a particular religious or ethnic group's abilities or traits Engaging in degrading or derogatory name-calling, including religious or ethnic slurs Making jokes pointed at immigrant, ethnic, or religious groups or Mocking a Team Member's foreign accent Age Our organization prohibits harassment and discrimination against people based on age. This can include making repeated jokes or comments about a person's actual or estimated age or associated characteristics like sight, hearing, and technological capabilities. Disability State and federal laws prohibit workplace harassment or discrimination against a person with a disability or a characteristic incorrectly perceived to be a disability. Generally, a disability is considered an impairment that hinders major life activities, such as: Mental illness or Physical abnormality, including limitations with sight, speech, hearing, or mobility Chronic debilitating illness Disability-related harassment can include: Unfair treatment Practical jokes Interfering with implements or devices that aid an individual's impairment or Overbearing or abusive behavior Derogatory comments or remarks Sexual Harassment Sexual harassment is a particular type of sex-based harassment or discrimination that is illegal under federal, state, and local laws. It is defined as unwelcome behavior of a sexual nature, which includes unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. Sexual harassment 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. It can be physical, verbal, or written but doesn't necessarily have to be direct and obvious; it can be implied or subtle. Behaviors that could be considered sexual in nature include: Repeatedly leering at someone's body Telling lewd jokes Starting a rumor about someone that is sexual in nature Making sexual comments, innuendo, or gestures and Displaying sexually oriented pictures Inappropriate, intentional touching By contrast, sincere gestures of courtesy aren't considered sexual harassment. These can include polite compliments that do not offend the recipient or holding the door open for someone. There are other types of improper conduct that are closely related to sexual harassment and also fall under impermissible sex discrimination. Our organization does not allow anyone to be mistreated or treated differently based on characteristics like sex, pregnancy, sexual orientation, or gender identity. Harassment Based on Sex Offensive conduct that is based on a person's sex—but that is not obviously sexual—can also constitute harassment. Such behavior might include: Making statements that demean men or women in general or Posting images or materials that insult or make fun of men or women Excluding men or women from meetings Victims of this sort of harassment often work in environments that are composed primarily of persons of the opposite sex, such as women working on a construction crew or a male nurse working at a hospital..

What is harassment?. Two Types “Quid Pro Quo” – Latin phrase meaning “This For That” Environmental.

[Audio] Sexual harassment is a particular type of sex-based harassment or discrimination that is illegal under federal, state, and local laws. It is defined as unwelcome behavior of a sexual nature, which includes unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. This type of harassment arises when a person in a position of power abuses their authority to make inappropriate sexual demands on a Team Member, and then makes either a positive or negative employment decision based on the Team Member's willingness to comply. This form of harassment is often referred to as quid pro quo or tangible employment action harassment, and it can occur as a pattern of behavior or a single incident. Remember that even promising a benefit or threatening a consequence is improper behavior, regardless of whether the person follows through on the promise or threat. Additionally, this behavior is considered harassment even if the victim complies with the unwanted demands. Some examples of possible employment benefits or consequences are: Reassignment to either an undesirable or desired position Leaving someone out of meetings or assigning favorable projects and Refusal to approve requests for time off Hiring and firing, promotion or failure to promote, or demotion.

[Audio] This is more than a supervisor merely holding his or her Team Members accountable for work performance. In determining whether harassment may be present, the nature of the conduct and frequency of the conduct are both considered. A common form of harassment occurs when the harasser's conduct creates a hostile work environment for the victim. This means the harasser engages in intimidating, hostile, or degrading behavior that causes offense or humiliation or makes a Team Member uncomfortable, and the behavior is severe enough that it interferes with the Team Member's terms and conditions of employment. It is generally created by a pattern of behavior, but a single incident that is especially egregious may be sufficient. ..

[Audio] For each of the categories, try thinking of some examples of acts that are included in each as we go over them. Physical – assault or physical contact, inappropriate touching, hugging, kissing, patting, neck massage, pinching, brushing against body, leaning over, impeding or blocking movement (e.g., cornering) Verbal – derogatory names/ statements, slurs, calling someone girl, hunk, doll baby, or honey; whistling at someone; making sexual comments about body, clothes, looks and walk; sexually related jokes, comments, or stories; repeatedly asking someone out who's not interested Non-Verbal – leering or looking at person up and down; staring at inappropriate places; giving gifts; displaying sexually related or derogatory material; making facial expressions, sounds, whistling; e-mails, pictures, drawings, cartoons, gestures that contain derogatory or sexually suggestive material

[Audio] Correcting the most common misunderstandings about harassment. 1. Harassment Laws are not limited to sex-based protections. Individuals are protected against harassment based on race, color, age, religion, national origin, disability, veteran status, sexual orientation, gender identity, genetic information, and other reasons. 2. Sex/Race/Etc. of alleged harasser and alleged victim is irrelevant. The harasser does not have to be of opposite sex, different race, etc. 3. The harasser does not have to be a victim's supervisor. They can be a coworker, customer, vendor, or a supervisor in another area.

4. The victim does not have to be the person harassed. This could also be anyone affected by the offensive conduct- including witnesses. 5. Unlawful harassment may occur without economic injury to, or discharge of, the victim. 6. Actual intent is NOT required- it is judged by whether a reasonable person would find the conduct abusive AND whether the affected Team Member found the conduct abusive. 7. One severe act may be enough to constitute harassment.

[Audio] In addition to harassment, our organization doesn't tolerate bullying or other abusive behavior. While this conduct isn't based on protected characteristics and therefore doesn't rise to the level of discrimination, it is nevertheless unacceptable in our workplace. Bullying behavior creates an unsafe work environment, and if left unchecked, the conduct will often become more severe over time. Bullying is any repeated intentional behavior that degrades, humiliates, embarrasses, or otherwise undermines a Team Member's performance. Examples can include: Shouting at someone, name-calling, or making belittling or disrespectful comments about someone, whether in private or in front of others Excessively monitoring, criticizing, or nitpicking someone's work Deliberately overloading someone with work or undermining their work Purposely withholding information needed to perform a job efficiently and Actively excluding someone from normal workplace conversations and making someone feel unwelcome Keep in mind that a single act is generally not considered bullying unless it's severe and egregious. Reasonable actions made by an employer or supervisor that relate to managing Team Members or the workplace are usually not considered bullying..

[Audio] Samples of Bulling Behavior (if asked): Aggressive Communication • Insulting or making offensive remarks • Shouting, yelling, angry outbursts • Going around co-workers in order to avoid communicating with them • Harsh finger pointing, invasion of space • Emails or other e-communication Acts Aimed at Humiliation • Humiliating or ridiculing, teasing • Spreading rumors or gossip • Ignoring peers when they walk by • Playing harsh practical jokes • Taunting with the use of social media, intranet, etc. Manipulation of Work •Removing tasks imperative to job responsibilities •Giving unmanageable workloads & impossible deadlines •Arbitrarily changing tasks •Using Team Member evaluations to document supposed decreased quality of work •Purposely withholding pertinent information •Leaving Team Members out of email correspondence or meeting invites.

Effects of Harassment & Bullying include: Psychological Depression, Anxiety, Shock, Denial Guilt, isolation, Self-blame Physiological Headaches Career-Related Decreased job satisfaction Absenteeism Anger, Fear, Frustration Insecurity, Embarrassment, Betrayal Confusion, powerlessness Shame, self-consciousness Lethargy Gastrointestinal distress Dermatological reactions Sleep disturbances Weight fluctuation Phobias, panic reactions Decreased performance due to stress Withdrawal from work Decreased engagement Decreased morale.

WHAT SHOULD I DO IF I EXPERIENCE OR WITNESS CONDUCT THAT MAY BE HARASSMENT?.

Team Member Responsibilities: Recognizing and Reporting Harassment.

[Audio] All Team Members have a responsibility to recognize harassment so our organization can remedy it and prevent it from happening again. Part of recognizing harassment means understanding who a harasser can be and where harassment can take place. Who Can Be a Harasser It's a common misconception that harassment only occurs from supervisor-to- staff, but a harasser can be someone who is not in a position of direct authority over the alleged victim. Harassers don't have to be Team Members, either. While a harasser could be a manager, coworker, intern, subordinate, or contract worker, harassers can also be non-Team Members such as vendors, suppliers, customers, visitors, or even building security. Team Members do not have to tolerate harassment simply because the harasser is a customer, client, or other third party. And though many people stereotype harassers as men, women can also be harassers. Sexual harassment can also take place between members of the same gender and regardless of the parties' sexual orientations. Males can harass males, and females can harass females, even if one or both parties are heterosexual. In the same vein, a gay Team Member can sexually harass another gay Team Member. Where Harassment Can Take Place In addition to happening in the workplace during typical business hours, workplace harassment can happen at after-hours events and away from the actual workplace, including: Out-of-town events Trade shows and conventions and At home (such as a harassing call from a client or coworker) Office parties Harassment can also happen online, regardless of the location or time of day. It can involve sending offensive or inappropriate emails or messages over the organization's instant messaging system, as well as via text messages and over social media. ( Reference Southwire's Social Media Policy in the Employee Handbook pg. 22: Southwire understands social media can be a fun and rewarding way to share your life and thoughts with family, friends and co-workers around the world. However, use of social media also presents certain risks and carries with it, certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established the Social Media Policy. Social Media Policy is to establish rules pertaining to Southwire Team Members' and agents' use of online and social media and to ensure that Team Members and agents who choose to use and participate in online and social media do so responsibly and in a manner that upholds and does not damage Southwire's reputation, brand, products, or services. ) Remember that anything you do or say electronically is a permanent record and is difficult to delete or erase. So, exercise discretion, professionalism, and good judgment when communicating with coworkers, clients, and anyone we're doing business with. Conduct that happens outside of the workplace and normal business hours can have consequences that need to be addressed at work..

[Audio] Here are some " rules of thumb" that can help you think about whether your or someone else's conduct might cross a line..

[Audio] Reporting Team Members should be aware of our organization's internal reporting procedures, investigation process, and remedial action for workplace harassment. While it may seem easier to explain away an alleged harasser's behavior—particularly if you feel you may be the only person upset by the conduct—it is crucial that Team Members speak up so issues can be addressed before they get worse. If you feel you have been a victim of harassment or if you witness another Team Member being harassed, take immediate action: Document the conduct, including saving emails or text messages and keeping notes with dates, times, and witnesses to the conduct and Immediately report the incident as outlined in our policies If you are comfortable and able, clearly tell the harasser that the behavior is unwanted and must stop Team Members may make a complaint to their supervisor or to any appropriate resource such as a People & Culture manager, the legal department, another supervisor, a complaint hotline, or an ombudsperson. Our organization will investigate both written and verbal claims of improper conduct as laid out in our policy. The investigation may include a review of the relevant documents and evidence, as well as interviews with involved parties and witnesses. All investigations are kept confidential to the extent possible, and you will be notified of the final determination. By reporting the incident promptly, we can take remedial action to stop the behavior and prevent it from occurring again. Reporting incidents immediately protects you and other Team Members who may be the victims of harassment. A complaint can be made verbally or in writing, however Team Members are encouraged to submit complaints in writing. Complaints can be submitted to one or more of the following reporting channels: People & Culture Representative People & Culture Business Partner Vice President of People & Culture People & Culture Compliance Director The Ethics and Compliance Office, directly or by email to doing.right@southwire.com The Doing Right Helpline The Doing Right Helpline is run by an independent third party and is available 24/7, 365 days a year. Reports to the Doing right Helpline may be made anonymously if desired. There are three ways to submit a report through the Doing Right Helpline: Website – www.doingrightconnection.com Phone –You may call the Helpline free of charge. The number in the United States is ( 800) 504- 9514. Phone numbers outside of the United States and further instructions are available at www.doingrightconnection.com. Text Message – ( 678) 780- 4262 It is not sufficient under this policy for you to report issues of harassment to your supervisor or manager. If the individual you would normally report such conduct to is involved, you may report such conduct to another listed individual. If you do not receive a prompt and satisfactory response, you are expected to submit your complaint in writing to the P&C Director of Compliance if you wish to further pursue the matter. If you report an allegation of harassment or raise a concern or question to any other person or through any other channel and you do not receive a timely or satisfactory response, immediately report the allegation/concern/ question to the Ethics and Compliance Office and/or Doing Right Helpline. The complaint will be promptly investigated. However, the procedures used in the investigation may vary depending upon the nature of the allegations and the full circumstances of the situation. Confidentiality will be maintained throughout the process to the extent practical and consistent with the Company's need to undertake a full investigation..

[Audio] Bystander Intervention If you witness harassment but are not experiencing it yourself, do not let it go unaddressed. Being an active bystander involves preventing or stopping harassment that you see or hear about. When it comes to preventing harassment, you can be an active bystander by: Recognizing harassment and inappropriate behavior Feeling responsible to act and Intervening safely Being aware of your surroundings There are various ways to intervene safely. Some include: Asking the victim if they're okay Distracting the harasser by talking about something unrelated Communicating to the harasser that their behavior is unwelcome and must stop Removing the victim from the situation and Notifying an appropriate internal resource Diffusing the situation in a way that doesn't put you or others in danger Remember: being an active bystander and reporting inappropriate conduct that you've witnessed can help facilitate a respectful and productive work environment..

[Audio] Non-Retaliation Our organization does not permit retaliation against anyone who reports known or suspected harassment in good faith. Good faith does not mean that you have absolute proof, but that you honestly believe that your report may be true and requires further investigation. Keep in mind that you cannot be retaliated against for doing any of the following: Opposing discrimination Assisting another Team Member who is complaining of harassment or Providing information during a workplace investigation Making or filing a complaint or report These activities are protected from retaliation even if the ultimate determination is that no discrimination or harassment took place. Retaliation is a deliberate action against a Team Member because they took any of the actions listed above. Examples of retaliation can include: Giving them the most undesirable tasks at work Firing or demoting a Team Member A sudden work schedule or location change An unwarranted negative reference after the Team Member has left or Any conduct that could have the effect of discouraging a reasonable worker from making a complaint about harassment or discrimination If you experience retaliation for reporting a policy violation or concern, report it immediately. If the retaliatory conduct is coming from the person to whom you originally reported, report it to a different internal resource. Everyone Benefits Every Team Member contributes to our workplace culture. By recognizing who can be a harasser and where harassment can take place, immediately reporting any harassment that you witness, experience, or hear about, being an active bystander, and supporting our commitment to non-retaliation, you are helping to create a safer work environment for everyone..

False Claims Can Be Problematic. Team Members are expected and encouraged to report good faith claims. Good faith means the Team Member has a reasonable belief that he or she has witnessed or experienced harassment. Claims submitted in bad faith can lead to expense and other issues. Team Members who purposefully submit false claims with the intent to hurt another, will be subject to disciplinary action..

[Audio] While we have these policies in various locations, this training provides the key components of those policies. Any questions about the policies can be directed to your PCM. Everyone has a right to be treated fairly and respectfully in the workplace. No one should be harassed or subjected to offensive behavior because of their sex, race, religious beliefs, national origin, age, disability, or other personal characteristics. You're contributing to our organization's commitment to facilitate a workplace free of harassment and other abusive conduct. Specifically, you're equipped to: Understand and appreciate the far-reaching impacts of this type of behavior Distinguish between different types of workplace and sexual harassment Recognize where harassment can take place and who can be a harasser and Follow our procedures for reporting and addressing improper conduct Identify workplace harassment, bullying, and other abusive conduct Remember that preventing workplace harassment is everyone's responsibility. By doing your part, you are helping support a work environment where everyone feels comfortable, safe, and respected..

[Audio] Any Questions?

[Audio] You likely will not have time to get to all of these. Pick the ones that are most helpful to your location and that you have time for..

[Audio] Is this just a compliment? Does the manager who saw the cat-call have any obligation? (Yes – he should report the incident.) What if the whistler was a contractor on the property? Package delivery guy? Construction worker?.

[Audio] What questions would we need to ask to understand whether this might constitute harassment. Is the conduct offensive? Remember – sender's intent does not matter Is the conduct unwelcome? Is the conduct severe or pervasive to alter the conditions of employment and create an abusive environment? Maybe not one email, but what if others also are circulating offensive emails or engaging in other unwelcomed conduct..

[Audio] Might this conduct be considered harassing, unwelcome, and severe/pervasive? What if other Team Members of a different race/ gender/ disability status/ age/etc. were regularly counseled with Tony received little to no feedback on performance? Does it matter that Tony was never formally disciplined or terminated? No. While it is possible that this type of supervisor treats all of his/her Team Members the same way (i.e., not motivated by person's race/gender/etc.), as an employer, it is not a very strong argument to say that the supervisor is a jerk to everyone. Plus, Team Member likely can show differences that may establish harassment. Plus, it is not the Southwire way to treat people this way. Treat all people with dignity and respect..

[Audio] Might such conduct be considered offensive, unwanted, severe and pervasive? What if the Team Members engaging in the conduct thought that they were just being playful with co-workers? Intent does not matter..

[Audio] Does the Company have a responsibility to prevent a hostile work environment created by outsiders – here, a customer? What if the only Team Members overhearing such comments were White, U.S. born, American citizens? What if some Hispanic U.S. citizens overheard? What if some Team Members who are permanent residents (i.e., green card holders) heard? What should those who overheard do? What should the site manager do?.

[Audio] Team Members would be encouraged to report this. Supervisors are required to report this..