|
Author
|
Topic: Sexual Harassment
|
Taylor
Member
|
posted 11-12-2009 09:17 AM
  
On pre-employment exams do any of you ask if the indivual has been involved or participated in an act of sexual harassment? One of my Chiefs wanted it added and on the last 4 exams I ran NO MATTER HOW i pretested this question they all reacted to it. The Chief wants to know not only if they have had a complaint filed but if they are getting away with it. Out of the 4 I tested on this question - 1 was military and 2 were cops and 1 put himself through POST. So they have all been trained on this area.So 3 questions. 1) how would you phrase this RQ? 2) would you stick w/filed complaints only? 3) any advice on how to describe this in the pretest? I thought I did a good job on the explanation and the difference between saying 'you look nice' vs. 'you look Hot' Any advice would be greatly appreciated. Donna IP: Logged |
Ted Todd
Member
|
posted 11-12-2009 11:16 AM
"Definition: Sexual Harassment
Sexual harassment is a form of discrimination, in the United States, that violates Title VII of the Civil Rights Act of 1964.
Sexual harassment occurs when one employee makes continued, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, to another employee, against his or her wishes. According to a current issues update from the U.S. Equal Employment Opportunity Commission (EEOC), sexual harassment occurs, "when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance or creates an intimidating, hostile or offensive work environment."
Examples of Sexual Harassment
Sexual harassment can occur in a variety of situations. These are examples of sexual harassment, not intended to be all inclusive.
•Unwanted jokes, gestures, offensive words on clothing, and unwelcome comments and repartee.
•Touching and any other bodily contact such as scratching or patting a coworker's back, grabbing an employee around the waiste, or interfering with an employee's ability to move.
•Repeated requests for dates that are turned down or unwanted flirting.
•Transmitting or posting emails or pictures of a sexual or other harassment-related nature.
•Displaying sexually suggestive objects, pictures, or posters.
•Playing sexually suggestive music"
Now we have something to discuss! Ted [This message has been edited by Ted Todd (edited 11-12-2009).] [This message has been edited by Ted Todd (edited 11-12-2009).] IP: Logged |
Taylor
Member
|
posted 11-12-2009 06:15 PM
I know the definition...too many training classes back in the days.Do you ever test on this subject? 7-8 applicants had reactions to the sexual harassment question after a thorough pretest. The one that didn't have a reaction was a woman. IP: Logged |
Ted Todd
Member
|
posted 11-12-2009 07:24 PM
Taylor,No, I have never asked the SH question on a test as of yet. I look back at my early days in law enforcement (before mandated training and education) and this type of activity was(and in many places still is)a common event. I think it is going to be a tough area to test (or one that is going to need a lot of research) I am eager to hear what the rest of our group has to say! Ted IP: Logged |
sackett
Moderator
|
posted 11-12-2009 09:45 PM
Yeah Honey,I got something to say about this. SH is many times interpretive and undefinable (beyond the standard statements above). I would almost suggest it is a state of mind, in many cases. I think it would be better to address any disciplinary action related to sexual harrassment rather than any act, which by itself is left to interpretation. This way, you're applying it to a solid, defineable act (counseling, greivance, etc), rather than an act of possible ambiguity or misinterpretation. I say Baby, you say Bebe!
Jim
P.S. The aforementioned "Honey" was meant for Ted...
IP: Logged |
skipwebb
Member
|
posted 11-13-2009 09:08 AM
I'd definately make the question very explicit. I agree with Jim that the issue is often in the eye of the recipient and not the "offender". A question such as: "Have you ever been officialy charged with a complaint of sexual harrassment?"
or
"Have you ever received punitive action as a result of an allegation of sexual harassment?" would be definitive. A question such as "Have you ever engaged in an act of sexual harassment?" would be a comparison question for most people. IP: Logged |
john fyffe
Member
|
posted 11-13-2009 02:17 PM
Every husband is guilty of this, repeated asking for sex or sexual favors at the work place , from his wife, in the home. How could a man pass this question?IP: Logged |
Barry C
Member
|
posted 11-13-2009 03:19 PM
If jokes and course language qualify, then I've been sexually harassed here every day for years - and I work with good men and women! Sounds like a good CQ in its broad form. I think you've got to come up with a question that is easy to answer with a yes or no - you know, back to basic question formulation. You might have to have a CQT teaching moment with the chief so he gets it. Perhaps you could suggest you see what it looks like when he's put to the test...? IP: Logged |
Taylor
Member
|
posted 11-13-2009 04:31 PM
Thanks everyone. IP: Logged |
sackett
Moderator
|
posted 11-13-2009 05:20 PM
I don't know about you, but everyone here sexually harrasses everyone else, and I've been ignored.I'm suing for discrimination! IP: Logged |
Ted Todd
Member
|
posted 11-13-2009 07:46 PM
Two case scenarios:#1 Sackett comes up to me and says "Hey Honey- let's go have a beer after work" I am blind and foolishly agree to go have the beer. #2
Sackett comes up to me and says "Hey Honey-let's go have a beer after work". I am offend by his behavior and file a SH complaint. SAME EXACT behavior with two completely different outcomes based on how the subject reacted to the behavior. Scenario # 1 would be difficult to test. Scenario # 2 would be easy because the behavior had been documented and Sackett would have knowledge of the documentation(complaint). Ted Jim, please stop calling me "Honey". IP: Logged |
sackett
Moderator
|
posted 11-13-2009 10:21 PM
Ted,OK, but which senario do you feel is acceptable?
Jimbo,
Service - "balls" in your court... IP: Logged |
Ted Todd
Member
|
posted 11-13-2009 10:40 PM
Do unwanted "postings" constitute SH ?Ted IP: Logged |
sackett
Moderator
|
posted 11-14-2009 09:13 PM
I certainly hope so!Unsolicited overly suggestive, vulgar e-mails with strong sexual overtones are also welcome... Jim IP: Logged |
Lieguy
Member
|
posted 01-29-2010 11:04 AM
Although I can't remember this ever happening before, I find myself in the position of agreeing with Jim and Ted on this one...  )I ask applicants "Have you ever been accused of sexual harassment?" which seems to work at eliciting information. I may or may not test on what they tell me, but it gives the background people something to go on. Chip IP: Logged |
Ted Todd
Member
|
posted 01-29-2010 11:21 AM
WOULD EVERYONE PLEASE PAY SPECIAL ATTENTION TO THE POST DIRECTLY ABOVE THIS ONE!THANK YOU IP: Logged |
Lieguy
Member
|
posted 02-03-2010 04:04 PM
I said it was a rarity Ted.....what's that old saying about a "blind pig and an acorn? )IP: Logged |
Polygraph Place Bulletin Board
