We're going to talk about sexual harassment in the workplace, how to recognize it, establishing procedures to report it and how to prevent it.

我們將討論工作場所的性騷擾問題，如何識別它，建立報告程序，以及如何防止它。

The goal is a zero tolerance harassment free workplace.

我們的目標是建立一個零容忍的無騷擾工作場所。

Welcome to Hr Over Coffee.

歡迎來到Hr Over Coffee。

A series from the experts at hr 360 where you will learn how to effectively hire, manage and terminate employees.

來自hr 360專家的系列文章，你將學習如何有效地僱用、管理和終止僱員。

Despite decades of attention in the media and courts, sexual harassment remains a significant and costly problem in today's business environment.

儘管媒體和法院幾十年來一直在關注，但在今天的商業環境中，性騷擾仍然是一個重要的、代價高昂的問題。

According to the US Equal Employment Opportunity Commission, since 2010, more than 7000 sexual harassment charges have been filed with the agency each year.

根據美國平等就業機會委員會的數據，自2010年以來，每年向該機構提出的性騷擾指控超過7000件。

The statistics are sobering all the more so because sexual harassment is against the law, both title seven of the Federal Civil Rights Act of 1964 and comparable state laws clearly provide that sexual harassment is a form of sex discrimination.

這些統計數字令人警醒，因為性騷擾是違法的，1964年《聯邦民權法案》第七章和類似的州法律都明確規定，性騷擾是一種性別歧視形式。

In addition to violating the law, sexual harassment negatively impacts the workplace by undermining the integrity of the employment relationship, harming employee morale and interfering with productivity.

除了違反法律之外，性騷擾還通過破壞僱傭關係的完整性、損害員工士氣和干擾生產力，對工作場所產生負面影響。

But it need not happen at your company.

但這不一定發生在你的公司。

The first step in preventing harassment is establishing a zero tolerance policy clearly state that no form of harassment will be accepted at your workplace, including not only sexual harassment but also harassment due to race, religion, ethnic background, age or disability.

防止騷擾的第一步是建立一個零容忍政策，明確指出在你的工作場所不接受任何形式的騷擾，不僅包括性騷擾，還包括由於種族、宗教、民族背景、年齡或殘疾造成的騷擾。

Publish the policy in your handbook and post it prominently on your company, internet or internal website.

在你的手冊中公佈該政策，並在你的公司、互聯網或內部網站的顯要位置張貼該政策。

Next offer employees training in how to recognize harassment.

接下來為員工提供如何識別騷擾的培訓。

Make sure they understand what types of actions and behaviors constitute sexual harassment and what things do not constitute sexual harassment.

確保他們瞭解哪些類型的行動和行為構成性騷擾，哪些事情不構成性騷擾。

Harassment can take many forms including unwelcome advances, requests for sexual favors or other verbal or physical conduct of a sexual nature.

騷擾可以有多種形式，包括不受歡迎的挑逗、要求提供性服務或其他性方面的口頭或身體行為。

Harassment is illegal when it's used as a basis for employment decisions.

當騷擾被用作就業決定的依據時，它是非法的。

For example, when an individual's employment job duties or opportunity for advancement are made conditional on granting sexual favors or being receptive to sexual advances.

例如，當一個人的就業工作職責或晉升機會是以給予性好處或接受性挑逗為條件時。

This type of harassment results in a tangible employment action such as a hiring, firing, promotion or demotion.

這種類型的騷擾會導致有形的就業行動，如僱用、解僱、晉升或降職。

Sexual harassment can also take the form of what is known as a hostile work environment.

性騷擾也可以採取所謂的敵對工作環境的形式。

Sexually suggestive talk, jokes, photographs or behavior are the norm, making offensive remarks about an individual's gender can also be harassment.

性暗示的談話、笑話、照片或行為是常態，對個人的性別進行攻擊性評論也可以是騷擾。

Conversely, a polite compliment or asking a colleague for a date is generally not considered harassment unless the behavior is unwelcome and becomes sufficiently severe or pervasive.

相反，禮貌性的恭維或向同事提出約會一般不被視為騷擾，除非該行為不受歡迎，並變得足夠嚴重或普遍。

Whatever form harassment takes, the employer must intervene to stop it, establish a formal grievance system or process and let your employees know what it is as a first step.

無論騷擾採取何種形式，僱主必須進行干預以阻止它，建立一個正式的申訴系統或程序，並讓你的員工知道它是什麼，這是第一步。

It's helpful for the victim to directly address the harasser and clearly inform him or her that the conduct is unwelcome and must stop.

對受害者來說，直接向騷擾者講話並明確告知他或她這種行為是不受歡迎的，必須停止。

If the behavior doesn't end there, the person being harassed should engage any complaint or grievance system in place at the company to report the alleged sexual harassment.

如果行為沒有結束，被騷擾的人應該利用公司現有的任何投訴或申訴系統來報告涉嫌的性騷擾行為。

Make this process as simple as possible for your employees by providing accessible points of contact for employees to bring complaints.

通過為員工提供方便的聯絡點，使這個過程對你的員工來說盡可能的簡單。

Your policy should also assure employees that they will not suffer retaliation as a result of any complaint made in good faith retaliation is against the law.

你的政策還應該向員工保證，他們不會因為任何善意的投訴而遭受報復，報復是違法的。

The most efficient solution to the problem of sexual harassment is to prevent it in the first place.

解決性騷擾問題的最有效方法是首先防止性騷擾的發生。

In addition to a formal policy training and reporting process, it's in an employer's best interest to discourage some of the behaviors that might lead to sexual harassment such as inappropriate joking, using crude language and posting sexually suggestive photographs in the workplace.

除了正式的政策培訓和報告程序外，阻止一些可能導致性騷擾的行為，如不恰當的玩笑、使用粗魯的語言和在工作場所張貼性暗示的照片，也符合僱主的最佳利益。

While it's impossible to monitor the behavior of every individual employee, setting reasonable standards and raising sensitivity can make it less likely that a line will be crossed for more information and further training on preventing sexual harassment.

雖然不可能監控每個員工的行為，但設定合理的標準和提高敏感度可以使越過界限的可能性降低，以獲得更多關於防止性騷擾的資訊和進一步培訓。

Visit us online at www dot hr 360 dot com and click on the products tab.

請在線訪問我們的網站www dot hr 360 dot com，並點擊產品標籤。