PROPOSAL FOR MANDATORY TRAINING ON SEXUAL HARASSMENT IN THE WORKPLACE

Prepared for Dan Moellers, Principal Owner Big Barn Harley-Davidson

by

Big Barn Harley-Davidson

February 10, 2009

Big Barn Harley Davidson 81 NW 49th Place Des Moines, IA 50313 515-265-4444

Date: To: From: Subject:

February 10, 2009 Dan Moellers, Principal Owner Laura Nedved, Accounts Payable Proposal for Mandatory Sexual Harassment Training

Mr. Moellers, submitted for your review is my proposal regarding sexual harassment in the workplace. This is in response to numerous complaints I have heard from coworkers about the current workplace conditions. My proposal will provide you with the following information:
y y y y

Comment [drd1]: DATE, TO, FROM, SUBJECT, AND THE ENTIRE SUBJECT LINE SHOULD BE IN ALL CAPS FOR PROPER MEMO FORMATING.

A definition of sexual harassment Interviews from inside and outside the company Statistics of sexual harassment Recommendations

Thank you for your time in considering this important information. I believe this training will give our company a more professional atmosphere and will allow all employees to work in a respectable environment. Should you have any further questions you may contact me by e-mail at payables@bigbarnhd.com or by phone at 515-265-4444 at extension 227. Sincerely,

Accounts Payable Enclosure: Proposal

Comment [K2]: Excellent

TABLE OF CONTENTS ABSTRACT........................................................................................................ iv INTRODUCTION ............................................................................................... 1 1.1 Purpose ......................................................................................................... 1 1.2 Problem ........................................................................................................ 1 1.2.1 Unhappy Employees .......................................................................... 1 1.2.2 No formal harassment training ........................................................... 1 DISCUSSION ..................................................................................................... 2 2.1 Background .................................................................................................. 2 2.2 Proposal........................................................................................................ 2 2.3 Interview Results .......................................................................................... 3 2.4 Research ....................................................................................................... 4 2.4.1 Definition of Sexual Harassment ........................................................ 4 2.4.2 Statistics............................................................................................. 4-5 2.4.3 Other Facts ......................................................................................... 5 CONCLUSION ................................................................................................... 6 3.1 Recommendations ................................................................................. 6 REFERENCES .................................................................................................... 7 APPENDIX ......................................................................................................... 8 5.1 Copies of Interview Responses.............................................................. 8-10 LIST OF ILLUSTRATIONS Figure 1. Figure 2. Types of Harassers ...................................................................................... 4 Reports of Sexual Harassment Cases ........................................................... 5

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2.0

3.0 4.0 5.0

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ABSTRACT
Employees have made several comments about the lack of professionalism at Big Barn. Inappropriate comments have been overheard and a few of the employees have been put into some uncomfortable situations due to the lack of formal training on sexual harassment and what is all constituted as sexual harassment.

This proposal will increase employee awareness of their behavior and make for a more enjoyable environment by all persons. A mandatory training on sexual harassment will allow workers to know when they are being inappropriate and what types of behaviors constitute as sexual harassment.

Mandatory sexual harassment training will lower the complaints of sexual harassment; therefore, lowering the amount of employee work time lost due to suspension because of this problem. Employees participating in this training will be able to reevaluate their behavior and adjust it to meet the policy standards.

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1.0 INTRODUCTION
1.1 PURPOSE Having a good working atmosphere is vital when owning a productive company. Each individual has different morals, opinions, and ethical standards. By having a straightforward, in-depth sexual harassment policy, it allows the company to have a more professional and respectful working atmosphere. This is a proposal to mandate an employee sexual harassment training session, and it will show the importance of a sexual harassment policy in the work force. This proposal allows for a better employee environment and comfortable atmosphere.

1.2 PROBLEMS 1.2.1 Unhappy Employees There have been several occasions, in which employees have complained about the lack of professionalism in the workplace. Employees have reported several instances throughout the past few years because of inappropriate actions that have occurred. These cases have included both verbal and physical harassment towards a specific employee or overheard by another employee. Several employees have quit due to comments made about them or towards them that they felt were not dealt with appropriately.

Comment [drd3]: COMMA UNNECESSARY

1.2.2 No Formal Training Big Barn Harley-Davidson has not implemented any type of formal training on sexual harassment for its employees. This results in employees not being aware of what behavior is acceptable or unacceptable. Employees have a varying definition of what sexual harassment is; therefore, do not realize when they are being inappropriate with their comments or actions.

2.0 DISCUSSION
2.1 BACKGROUND Under our current policy, we do not have a standard definition of sexual harassment. Defining sexual harassment will help to establish guidelines and standards that all employees need to follow. It will allow for a more pleasant, enjoyable atmosphere and comfortable working environment. Research shows that harassment can lead to job dissatisfaction, team conflict, and loss of employees due to resignations to avoid harassment or firings because of alleged harassments. These attributes alone can result in loss of money for the company because of employees being absent from work and team conflicts. Companies have found that sexual training harassment allows employees to understand the definition of sexual harassment, understand the companys policies and procedures on sexual harassment, and inform employers on how to respond to complaints of offensive behaviors and avoid possible legal action (Why). A new policy and mandated training program will have a positive affect on our employees resulting in a more positive work atmosphere and better results on team projects.

2.2 PROPOSAL Based on the following research and interviews, I am submitting this plan for Big Barn Harley-Davidson to mandate an employee sexual harassment training program and updated sexual harassment policy.

2.3 INTERVIEW RESULTS To see if sexual harassment was even an issue in our workplace, I decided to interview a few current employees to see what their definition of sexual harassment was and to see if they felt as if they had ever been sexually harassed. I also decided to interview two people, one male and one female, outside of the company to see if sexual harassment is a widespread problem and to get an unbiased opinion. What I found was slightly surprising. Every single person (in order to protect confidentiality, names have been left out) had a slight variance on the definition of sexual harassment. However, the interviewees had one response in common: They all said that defining sexual harassment depends on the person and that everyone has a different view as to what sexual harassment is (January 30, 2009). Some have been sexually harassed while in the workplace and others have not. In one situation, the woman was harassed directly and the abuser put on suspension for three days with no pay. In another case, the woman was not being directly harassed but overheard comments that made her feel uncomfortable. Because such comments were not directed towards her, the administrative action taken was not as severe. They all agree that a strict policy needs to be in place and some feel a training program would be very beneficial.

2.4 RESEARCH 2.4.1 Definition of Sexual Harassment According to American Heritage College Dictionary, sexual harassment is the making of unwanted and offensive sexual advances or of sexually offensive remarks or acts, especially by one in a superior or supervisory position (Pope, Schonthal, and Tamm, 2004). Many times, people consider sexual harassment when a man harasses a woman, but men can be sexually harassed too. This could be by women wearing too little of clothing, revealing clothing, or by a woman brushing up against a man too closely and invading his personal space. That is why business attire is long skirts, no tank tops or low cut shirts, dress pants, etc. Men are less likely to report sexual harassment because they are embarrassed and it may make them feel less masculine.
2.4.2 Statistics
Comment [drd4]: NUMBER SHOULD NOT BE IN ITALICS BECAUSE THE REST OF YOUR NUMBERS ARE NOT LIKE THIS. CONSISTENCY.

Employers are now liable for sexual harassment of their employees. The website Sexual Harassment Support states, 62% of companies now offer sexual harassment prevention training programs, and 97% have a written sexual harassment policy (2005-2009). We need to join these companies and mandate our own training program and state a stricter sexual harassment policy. The following is a chart of who women have reported they have been harassed by in the workplace (2005-2009).
T y p e s o f H a ra s s e r s

8% 2 0% 44 % s u p e r vi s o r s e nio r e m p loy ee c o w o r k e r a t s a m e l e ve l j u n io r e m p l o y e e 28 %

Figure 1

Adding a sexual harassment training program can lower the number of harassment complaints received by a company. The following graph obtained from SexualHarassmentSupport.org shows how the number of sexual harassment receipts by the Equal Employment Opportunity Commission has gone down from 1997 until 2007 (2005-2009). It also shows of those receipts, how many males filed complaints.

Figure 2

Reports of Sexual Harassment Cases

FY 1997 FY 1998 FY 1999 FY 2000 FY 2001 FY 2002 FY 2003 FY 2004 FY 2005 FY 2006 FY 2007 15,889 15,618 15,222 15,836 15,475 14,396 13,566 13,136 12,679 12,025 12,510 11.6% 12.9% 12.1% 13.6% 13.7% 14.9% 14.7% 15.1% 14.3% 15.4% 16.0%

Receipts % of Charges Filed by Males

2.4.3 Other Facts Another reason we need to mandate a training program is that so victims of sexual harassment can feel it is ok to report allegations of sexual harassment. Many victims do not formally report sexual harassment because of some of the same reasons rape victims do not report a rape. These reasons may include fear of losing their job or hurting their career, thinking they will not be believed, or suspecting that nothing will or can be done to stop the harassment, or just simply embarrassment, shame, or guilt at being harassed.
Comment [drd5]: OK IS SLANG. THE PROPER WAY TO SPELL IT IS OKAY.

3.0 CONCLUSION
3.1 RECOMMENDATION The benefits in implementing a mandatory sexual harassment training program are very significant. It is the first step in preventing sexual harassment in the workplace and is the first step towards gaining knowledge about how to correctly deal with filed complaints, which will prevent possible legal action against the employer. By preventing possible legal action, the company will be saving money in lawyer fees and possible settlements. A training program will also make sure everyone understands what their expected behavior is and make employees aware of comments or actions they may currently be making that are unacceptable. By starting a sexual harassment training program, we can ensure that the environment we are working in is safe and comfortable for everyone. This will also show that we care deeply about our employees and that we want them to speak up about behavior and actions they feel are inappropriate. If our employees feel safe and enjoy the place they work, they will work harder and perform better.

References (2005-2009). Sexual harassment in the workplace. Retrieved February 1, 2009, from Sexual Harassment Support Web site: http://sexualharassmentsupport.org/SHworkplace.html Pope, J, Schonthal, H, & Tamm, V (2004). The American heritage college dictionary (4th ed.). Boston: Houghton Mifflin Company Why Get Sexual Harassment Training. Retrieved January 31, 2009, from Alliance Training and Consulting, Inc. Web site: http://www.alliancetac.com/index.html?PAGE_ID=2291

APPENDIX
5.1 Copies of Interviews (Typed exactly as received)
FEMALE AT BIG BARN

What do you consider as sexual harassment? I think it depends on the person. It can be anything from verbal to physical abuse with sexual content or anything that deals with age, sex, etc. Have you ever been sexually harassed while at a job? Yes, I actually have while working here at Big Barn. Our previous sales manager would say crude things about me to others that were untrue. I confronted him one day about them after being informed of these comments and he proceeded to call me such things as whore, bitch, slut, cunt, etc. He also pushed me up against the wall while making these comments. If so, what action was taken? If not, what would you do if the situation arose? Well, several of my coworkers saw the incident. I reported the confrontation with my immediate supervisor, who in turn, reported it to her supervisor. A meeting was held that same afternoon with all parties present, including witnesses, and the sales manager was suspended for three days without pay. I was happy with how the situation was handled and even though three days does not seem like long enough, action was taken. Do you think companies should have a mandated sexual harassment training session? Yes, because people need to learn what behaviors are acceptable and unacceptable in the workplace. They need to realize that not all people take their comments as jokes but rather seriously. I think it will make the workplace stronger as a unit and a more respectable place to work.
FEMALE AT BIG BARN

What do you consider as sexual harassment? I think sexual harassment is dependent on the person. I consider sexual harassment to be anything that makes you feel uncomfortable and violates your ethical and moral standards. It can be any action, verbal or nonverbal, that you feel uncomfortable with. To me, it can be something said directly to the person, or it said with in the same vicinity and is overheard. Have you ever been sexually harassed while at a job? Nothing has been personally directed towards me; however, there are still things that I consider sexual harassment. Some of the men at work tend to make vulgar comments around me that I do not feel comfortable with. I find the things they say to be demeaning to women and others. Their language is inappropriate at times and their choice of words not acceptable. If so, what action was taken? If not, what would you do if the situation arose? Because I have felt uncomfortable at times with comments made by some of the men I work with, I reported them to my immediate supervisor, which also happens to be their supervisor. My
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supervisor talked with them about their behavior and they can no longer make those comments and behave that way while on company work time. They can also no longer listen to their offensive music and had to take down all their pornographic and scantily dressed pictures of women. Do you think companies should have a mandated sexual harassment training session? I believe all companies should have a training session on this issue, especially here at Big Barn. The men and some of the women that work here need to realize that even though this is a motorcycle business, not all people are as rough and talk inappropriately and it is not expected of us to speak the way they do. I believe we need to have a stricter policy for sexual harassment and a training session as to what sexual harassment is would help us fix our current policy.
MALE AT BIG BARN

What do you consider as sexual harassment? I would say anything that makes a person feel uncomfortable. I do not know if I would ever be offended by something of a sexual nature because that is my personality. Have you ever been sexually harassed while at a job? I have not been sexually harassed while at a job. Like I said before, my personality is such that sexual comments or actions do not offend me. However, while my personality is that way other coworkers of mine are not. The other men I work with and I are of the same type, and we tend to talk about sexual things to pass the time and may make joking comments. However, while we are joking and are comfortable with what is being said, some of the other people we work with are not. A situation arose in which we made some comments around a female coworker and she did not feel comfortable with them so she reported us. If so, what action was taken? If not, what would you do if the situation arose? As I said before, our female coworker reported us to our supervisor and we had a meeting with him in which we were told we could no longer make those comments on the job. We had to take down all of our inappropriate posters and we could no longer play our music because it was considered offensive. Do you think companies should have a mandated sexual harassment training session? I do not think companies should have a training session. As long as something is stated in the employee handbook, employees should know what is expected of them.
OUTSIDE FEMALE OPINION

What do you consider as sexual harassment? I think sexual harassment depends on the person and what type of personality and upbringing they have. It could be anything from verbal to physical abuse with sexual content or anything dealing with age, sex, race, or gender. Have you ever been sexually harassed while at a job? No but that is because I have different personal limits than other people. While working in the manufacturing industry, not everyone had a professional attitude. Some of the comments made to
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me were of sexual nature and I am the type of person that will not get upset with them for joking around however, in one of my reviews, my supervisors asked me how about it because some people could consider it sexual harassment. While I have not been harassed while at work, I was harassed by a coworker outside of workplace. If so, what action was taken? If not, what would you do if the situation arose? I did not feel like I could report anything at work since the situation did occur on company property. However, I still had to interact in a professional manner with my coworker on a regular basis, which turned out to be rather difficult. Had I ever been sexually harassed while on the job, I would want the coworker to be suspended or fired depending on the nature and degree of the harassment. Do you think companies should have a mandated sexual harassment training session? Yes, it will, at the very least, make others aware to the fact that some things they are saying may make others feel uncomfortable. Everyone has a different idea of what sexual harassment is and a training session will let everyone know what is to be expected. I want to add that I feel like I have been discriminated against because I am younger. I feel like sometimes older people have the I am right your wrong attitude and will listen to a new but elderly coworkers ideas rather than someone who is younger but has been with the company for a longer period of time.
OUTSIDE MALE OPINION

What do you consider as sexual harassment? I consider sexual harassment just physical actions. One example would be touching someone in an inappropriate way. Have you ever been sexually harassed while at a job? No, but I see a number of different people walking through the mall on a daily basis that are of all different types and while some things they are wearing may be inappropriate they can wear whatever they want, it is a public place. If so, what action was taken? If not, what would you do if the situation arose? If I found the action to be inappropriate, I would confront the person. If that did not work, I would go to management or my immediate supervisor. Do you think companies should have a mandated sexual harassment training session? No. I would say only if they seem to be having an issue with sexual harassment. If not then as long as they have a policy in place for handling sexual harassment, that is all they need.

Comment [K6]: WOW! Excellent job

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