February 28, 2018

The SSVA SHRM Chapter met on Wednesday, February 28, 2018, 2018, at 11:30 AM, at the Institute for Advanced Learning and Research (IALR). 

Ronnie Pannell called the meeting to order and acknowledged February birthdays & guests.  Our guests were:  Glenda Holt, with Tri-County Community Action, invited by Petrina Carter; Lolita Martin and Jasmine Meadows, with Unique Industries, invited by Christy Oakes; and Tia Yancey, with Averett Univesity, invited by Angie McAdams.

He reminded members about the Virginia SHRM State Conference to be held at the Omni Homestead on

4/22 – 4/25/18 and the SHRM 2018 Annual Conference & Exposition is in Chicago 6/17 – 6/20/18.

Ronnie informed members of next meeting date and reminded all that our April meeting will be Administrative Professionals  Day 4/25/18.

No reports were given.

Petrina Carter introduced our presenters, Hunter Byrnes and Steven Gould.

Speakers Presentation was on Combating Sexual Harassment in the Workplace.

Spoke of Title VII Civil Rights Act of 1964 / Federal Discrimination Act.

Applies to employers with 15 or more employees; includes state and federal governments also.

Va Human Rights Act, similar to act above, but covers employers with 6-14 employees.

Sexual harassment comes in many forms.  Managers need to be trained on how to speak to employees and to keep their hands off of employees.  Harassment is what the employee perceives it to be.  Managers need to be mindful of what they say to others.  Keep eyes on eyes, not on the body when you are thanking or addressing someone.  Don’t do anything that can be considered inappropriate in the workplace.

Employer Liability

Employer will be liable if they knew or should have known about the harassment, unless it can be proven that the employer took immediate and appropriate corrective action.  This also applies to outside vendors or if it involves a client that is receiving services from your organization, the employer has the responsibility to address & counsel the client and explain if it doesn’t stop then you will have to discontinue their services and prohibit them from returning.

So What Do Employers Do?

Set the tone for your organization and set it early and clearly.

Encourage employees to report inappropriate behavior.  Your handbook is a tool for communicating how to do this, but training is more important.  Interactive training is suggested (scenario training requires them to think about the message & times when they may have observed similar behavior). 

Train your managers on how to identity and appropriately respond to problematic activity.

Recommendations / Takeaways

Thins you shouldn’t talk about at work

Dating, marriage (yours or theirs), sex/physical intimacy, anatomy/physical appearance, clothing choices/attire-make sure you are consistent with all employees, exercise choices/weight, pornography, bodily functions, looking good for his/her age.

It is recommended that training for managers be separate from employees, so both feel they can talk openly without concern.

Review handbooks to make sure message is clear.

Talk with insurance agency about employment practices liability EPL coverage.  Helps with these types of claims and is very affordable coverage. 

Do not think that your organization is immune to sexual harassment complaints.

If in doubt, seek legal advice.

This firm conducts in-depth training for organizations of all sizes.

• Door Prize drawing.   Winner:  Did not have door prize drawing this month.
• Drawing for gift card from members who have submitted their SSVA SHRM application & payment.  Winner:  Tammy Wall from Averett.
• Christine Thompson asked members to sign acknowledgement granting permission to use their photographs in chapter public relations and/or website.

   

Ronnie reminded everyone to complete the program evaluation on their tables.  Having no further business, the meeting was adjourned at 1 pm.