Sexual Harassment

Awareness Training
FY 2014-2015
Part 2

Objectives
To prevent sexual harassment in the workplace
To provide information on how to address sexual harassment
To provide information on the investigation process of sexual
harassment
To provide guidance to supervisors on their responsibilities in
responding to sexual harassment claims

Facts About Sexual

Harassment
Sexual harassment does not refer to occasional compliments or
welcomed interactions of a socially acceptable nature.
It is sexual harassment for a supervisor to use his or her authority to
solicit sexual favors or attention from subordinates, including, but not
limited to, incidents when the subordinate's failure to submit will result in
adverse treatment, or when the subordinate's acquiescence will result in
preferential treatment. Supervisors who either engage in sexual
harassment or tolerate such conduct by other employees shall be subject
to discipline including termination.
It is sexual harassment for a non-supervisory employee to subject
another such employee to any unwelcome conduct of a sexual nature.
Employees who engage in such conduct shall be subject to discipline
including termination.
It is sexual harassment for a CSS employee to use his or her authority to
solicit sexual favors or attention from customers. Employees who either
engage in sexual harassment or tolerate such conduct by other
employees shall be subject to discipline including termination.

How to Address Sexual Harassment

CareerSource Suncoast requires the reporting of all incidents of discrimination,
harassment, or retaliation, regardless of the offender's identity or position.
Individuals who have experienced conduct that they believe is contrary to
CareerSource Suncoast policies or who have concerns about such matters, should
file their complaint in accordance with the reporting policy described below before
the conduct becomes severe or pervasive.
In an effort to eliminate all workplace discrimination, harassment, and retaliation,
CareerSource Suncoast will utilize an internal investigation process to respond to
any such complaints. Anyone who believes he or she is being subjected to
discrimination, harassment, or retaliation or who has witnessed such conduct, must
report the conduct as outlined in the following procedure:
You must report any discriminatory, harassing, or retaliatory behavior that you
experience or witness to your supervisor immediately. If your supervisor is
involved, or if you do not feel comfortable talking to your supervisor for any reason,
you can talk to ANY CSS supervisor OR instead proceed directly to the Human
Resources Department, or the President/CEO.

How to Address Sexual Harassment

CareerSource Suncoast requires the reporting of all incidents of discrimination,
harassment, or retaliation, regardless of the offender's identity or position.
Individuals who have experienced conduct that they believe is contrary to
CareerSource Suncoast policies or who have concerns about such matters, should
file their complaint in accordance with the reporting policy described below before
the conduct becomes severe or pervasive.
In an effort to eliminate all workplace discrimination, harassment, and retaliation,
CareerSource Suncoast will utilize an internal investigation process to respond to
any such complaints. Anyone who believes he or she is being subjected to
discrimination, harassment, or retaliation or who has witnessed such conduct, must
report the conduct as outlined in the following procedure:
You must report any discriminatory, harassing, or retaliatory behavior that you
experience or witness to your supervisor immediately. If your supervisor is
involved, or if you do not feel comfortable talking to your supervisor for any reason,
you can talk to ANY CSS supervisor OR instead proceed directly to the Human
Resources Department, or the President/CEO.

How to Address Sexual Harassment

If you believe you are a victim of sexual harassment, you have
the right to do any or all of the following:
Instruct the harasser to stop the unwelcome behavior immediately.
Report a complaint to your or any CSS supervisor.
Report a complaint to Human Resources or the President/CEO.
Report a complaint to the Florida Commission on Human
Relations within 365 calendar days of the alleged incident.
Report a complaint to the Federal Equal Employment
Opportunity Commission within 300 calendar days of the
alleged incident.

Supervisor Responsibilities

Supervisors should communicate to their employees that sexual

harassment is not tolerated.
Supervisors must contact Human Resources immediately if they are
aware of an actual or alleged sexual harassment situation. Failure to do
so shall subject the supervisor to disciplinary action.
Supervisors should not investigate the situation themselves but should
follow CSS policy regarding any necessary actions.
Romantic relationships between supervisors and direct subordinates are
generally discouraged. Please follow CSS policy regarding
this type of situation.

Investigating Sexual Harassment

In determining whether alleged conduct constitutes sexual harassment, the
totality of the circumstances, nature of the conduct, and the context in which
the alleged conduct occurred will be investigated. CSS has the
responsibility of investigating and resolving complaints of sexual
harassment. Necessary disciplinary action, up to and including termination,
may result if sexual harassment occurs.
Any employee who makes false allegations of sexual harassment will be
subject to appropriate disciplinary action, up to and including termination.
Any supervisor or managerial employee, who has knowledge of sexual
harassment and does not immediately report the matter directly to the
person the agency has designated to receive complaints of sexual
harassment, shall be subject to disciplinary action, up to and including
termination.

Investigating Sexual Harassment

In cases involving a report of harassment, discrimination, or retaliation, all

reasonable efforts will be made to protect the privacy of the individuals
involved. In many cases, however, CareerSource Suncoast's duty to
investigate and remedy harassment, discrimination, or retaliation makes
absolute confidentiality impossible. CareerSource Suncoast will try to limit
the sharing of confidential information with employees on a need to know
basis. Employees who assist in an investigation are required to maintain the
confidentiality of all information they learn of or provide.
CareerSource Suncoast expressly prohibits retaliation of any kind against
anyone for reporting harassment or discrimination. Any such retaliation will
not be tolerated and may result in disciplinary action up to and including
termination.

Retaliation

Conduct that interferes with CSSs or an individuals work performance, or

creates an intimidating, hostile, or offensive working environment is
prohibited. Additionally, CSS will not tolerate any attempts of retaliation
against an employee who raises a sincere and valid concern that this policy
has been violated. Any such retaliation may result in disciplinary action, up
to and including termination.

REMINDERS

Sexual harassment is a serious workplace issue. Ensure that

your language and behavior cannot be viewed as unwelcome
sexual conduct, even if it is not intentional on your part.
Be proactive halt questionable conduct of others before it
becomes sexually harassing behavior.
Individuals who engage in sexual harassment will be subject
to discipline, up to and including dismissal.
Prevention of sexual harassment and all forms of discrimination is
everyone's responsibility!