Sexual Harassment in the Fire and Emergency Services

• Know the definition of sexual harassment• Know about other forms of harassment• Be familiar with examples of prohibited

behaviors• Know what to do if you or someone else is

being harassed.

• Behavior which has the effect of humiliating, intimidating, or coercing someone through personal attack.

• Behavior that can cause the recipient to be embarrassed, uncomfortable, and cause distress.

• Any behavior that is unwelcome, unwanted, or unsolicited where the recipient regards it as offensive or undesirable. (When a person communicates that the behavior is unwelcome, it becomes illegal. Even if the conduct is not stated but implied, as long as it is unwelcome it is unlawful.)

• Unwelcome sexual advances, requests for sexual favors and other verbal behavior or physical conduct of sexual nature when:

• Submission to such conduct is made an implicit condition of an individual’s employment.

• Submission to or rejection of such conduct affects employment opportunities.• Such conduct interferes with an employee’s work or creates an intimidating,

hostile or offensive work environment.

• Quid Pro Quo

“This for that.”

When employment decisions or expectations are based on an employee’s willingness to grant or deny sexual favors.

• Hostile Environment

Where verbal or non-verbal behavior in the workplace focuses on the sexuality of another person or occurs because of a person’s gender or other protected characteristic.Where verbal or non-verbal behavior in the workplace is unwanted or unwelcome.

Where verbal or non-verbal behavior is severe or pervasive enough to affect the person’s work environment.

• Supervisor demands sexual favors in exchange for a promotion or a raise

• Supervisor disciplines or discharges an employee who ends a romantic relationship

• Supervisor changes job performance expectations after subordinate refuses repeated requests for a date

• Off-color jokes or teasing• Comments about body parts or sex life• Suggestive or demeaning pictures,

posters, calendars or cartoons• Leering, staring or gesturing• Touching – brushes, pats, hugs,

pinches• Assault

• Co-worker Harassment• Same-sex Harassment• Sexual Orientation Harassment• Third-Party Sexual Harassment

• Age• Racial• Religious• National Origin• Disability• FMLA• Workers’ Compensation• Whistleblower• OSHA• Union or Non-Union membership

• Who is liable?*In Quid pro quo situations:*Harasser is always liable*Employer is always liable*In Hostile environment situations:*Harasser is always liable*Employer is liable unless the employer proves they exercised reasonable care to prevent and remedy the harassing conduct and the complainant failed to take advantage of preventive and corrective measures

• Sexual harassment + quid Pro Quo and Hostile Environment• Workplace harassment on the basis of any the following is

unlawful, race, color, religion, national origin, sex, age (40 and over), disability

• Think long and hard before having a romantic relationship with a co-worker or supervisor. Ask yourself what would happen if one of you decides to call it off.

• Report harassment by co-workers, supervisors, customers, or other non-employees (third party harassment.) uninhibited reporting.

• Do not retaliate against someone who makes a claim of sexual harassment or who participates in an investigation.

• Harassment of any kind undermines the employment relationship.

• You have the right to work in an environment free from unsolicited and unwelcome sexual overtures, intimidation, hostility, or other offences which might interfere with your work performance.

• Should it be allowed in a fire station??• What about the rights of the viewer??• What about the rights of the objector??

•Relapse•Withdrawal Symptoms•Character•Neglect•Duty to Act•Bullying•Pornography•Unified Command•Ethical Leadership•Ethics•Accountability•Embezzlement•Corruption•Extortion•Nepotism•Bribery•Blood Alcohol Level