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Harassment Prevention Training

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PLEASE READ ALL OF THE INFORMATION AT THE BEGINNING OF EACH SECTION BEFORE ANSWERING ANY OF THE QUESTIONS.

I. What is Harassment?

Before we define harassment, we should first explain what is not considered harassment according to federal law.

The anti-discrimination statutes are not a general civility code. Federal law does not prohibit social interaction such as; simple teasing, offhand comments, or isolated incidents that are not extremely serious.

Harassment can be defined as any act or action that hinders an employee's job performance or which creates an intimidating, offensive, or hostile environment. In particular, an atmosphere of tension created by ethnic or religious remarks or animosity, unwelcome sexual advances, requests for sexual favors, or any other conduct of a sexual nature that does not belong in the work place.

In essence harassment is any action that is so objectively offensive as to alter the conditions of an individual's employment.

Harassment, including sexual harassment, is contrary to basic standards of conduct between individuals and is prohibited by both Federal and State law.

All MTSI employees have the right to a workplace that is free from all forms of harassment as defined below.

II. Definitions:

Workplace Harassment
Any unwelcome verbal, written or physical conduct that either denigrates or shows hostility or aversion towards a person on the basis of race, sex, skin color, national origin, religion, sexual orientation, age, veteran status, political affiliation, or disability, that:

(1) has the purpose or effect of creating an intimidating, hostile or offensive work environment;
(2) has the purpose or effect of unreasonably interfering with an employee's work performance; or
(3) affects an employee's employment opportunities or compensation.

Sexual Harassment
Any unwelcome sexual advance, request for sexual favors, or verbal, written or physical conduct of a sexual nature by a manager, supervisor, co-workers or non-employee (third party).

• Quid pro quo - A form of sexual harassment when a manager/supervisor or a person of authority gives or withholds a work-related benefit in exchange for sexual favors. Typically, the harasser requires sexual favors from the victim, either rewarding or punishing the victim in some way.
  
  
• Hostile environment - A form of sexual harassment when a victim is subjected to unwelcome and severe or pervasive repeated sexual comments, innuendoes, touching, or other conduct of a sexual nature which creates an intimidating or offensive place for employees to work.
  

Other examples of Sexual Harassment can include, but are not limited to:

• Propositions or repeated offensive sexual flirtations
• Sexually offensive language or jokes or emails
• Graphic or suggestive comments about an individual's dress or body
• Inappropriate physical contact
• Sexually degrading words to describe an individual
• The display in the work place of sexually suggestive objects or pictures, including nude photographs.

Retaliation
Overt or covert acts of reprisal, interference, restraint, penalty, discrimination, intimidation, or harassment against an individual or group exercising rights under this policy.

Third Parties
Individuals who are not MTSI employees, but have business interactions with our company. Such individuals include:

• Customers
• Contractors; or
• Vendors

Questions :

1. Which of the following is an example of harassment?

A. Compliments about a new outfit
B. Repeated unwanted sexual flirtations
C. Social interaction that includes off-hand comments
D. Encouraging co-workers to vote during local or national elections

2. Can you report an MTSI customer for harassing fellow MTSI employees?

A. No, MTSI employees can only report harassment against fellow MTSI employees, supervisors, and managers.
B. Yes, all third party members are subject to the same anti-harassment laws as MTSI employees.

3. What effect does sexual harassment have on the workplace?

A.Sexual harassment can create a hostile work environment
B. Essential business-related communications between employees and customers can suffer.
C. Harassment adds a large degree of tension in the work place.
D. All of the above.

4. A person who discriminates against a co-worker after he or she filed a harassment complaint is guilty of:

A. Workplace Harassment
B. Office politics
C. Retaliation
D. Sexual Harassment

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