Prism Hotels Resorts PREVENTING HARASSMENT IN THE WORKPLACE

Prism Hotels & Resorts PREVENTING HARASSMENT IN THE WORKPLACE

Introductions Name Department Length of time in current position

Ground Rules Professional & respectful No cell phones, tables, i. Pds (turn on silence or off) Attend the entire presentation and participate No discussions of current or past incidents Complete and attend the entire presentation Lead by example Be familiar with expectations & Prism’s policies

Session objectives Understanding of laws and harassment Prism’s policies and expectations Harassment unlawful & unprofessional conduct Reporting and compliant process Investigations Retaliation Your role as supervisor and manager

Harassment Why is harassment an issue in the workplace? What do you know about the law?

Understanding the Law Title VII and the EEOC Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. In addition, section 102 of the Civil Rights Act (CRA) amends the revised statutes by adding a new section to provide for the recovery of compensatory and punitive damages in cases of intentional violations of Tile VII, Americans with Disabilities 1990 and section 501 of the Rehabilitation Act of 1973

Protected classes by law and our policy Color Citizen status Genetic discrimination Religion Ancestry Transgender National Origin Pregnancy Sexual orientation Gender identity / expression Gender Veteran status Disability Age Marital status Protected status of relatives, friends or associates Citizenship Retaliation Race

Prism’s Policies Harassment Policy Personal /family relationships in the workplace Inappropriate conduct

Harassment It is illegal It is a form of discrimination The conduct violates our policies It creates a negative work environment Financial impacts the Company and an individual

Types of harassment Hostile work environment Quid pro quo

Hostile work environment Offensive to a reasonable person Unwelcome Offensive physical, visual or verbal conduct Severe Pervasive Egregious behavior / physical attack or isolated incident It results in a pattern of conduct It affects and impacts a protected class

Quid pro quo Behavior is initiated or perpetrated by management Supervisor, manager, director or above Involves a tangible work action Submission to sexual advance or conduct, explicit or implicit

Tangible work action Schedule Performance reviews Promotions Awards Salary / wage Recognition Desired assignment Demotions Exclusion of assignments Discipline Preferences on treatment Benefits Threats Transfer Employment Conditions

Where does harassment occurs? At work Off premises When management or supervisors are not present Work travel Social events After-work non sponsored happy hours or social gatherings Texting Public areas Associate guest areas Guest rooms

Inappropriate conduct Touching Visual posters E-mail Photographs Cartoons Repeated requests Inappropriate language Intimidation Physical expressions (looks, leering)

Complaint process All Inappropriate conduct should be reported to: HR GM Executive Corporate Supervisor Investigation Confidentiality to the extend needed to conduct the investigation

How to determine if harassment occurs Eye of the beholder Reasonable person’s point of view Intentional or unintentional Not subject to policy interpretation Perception of welcome vs unwelcome

Harassment Vs. Inappropriate Conduct It is offensive Violates our code of conduct policy It violates our harassment policy Any unprofessional or inappropriate conduct that violates our policy, whether involves harassment or not, will lead to disciplinary action up to termination

Retaliation It is not tolerated Must be reported It can occur on or off premises Consequences are serious, often leading to employment termination

Consequences of inappropriate conduct Disciplinary action Employment termination Personal reputation and credibility Personal liability

Practice True Or False

What we expect from you Professional Engage in conduct that is work appropriate on or off premises Engage in conduct that does not violate our policies Prevention and early intervention is the best way to maintain an environment free from inappropriate and illegal harassment

Thank you