Respectful Workplace: Anti-Harassment Training with Sarah Platt

United Adworkers hosted Sarah Platt, employment attorney from Ogletree Deakins, to provide valuable anti-harassment training to its members.
ABOUT SARAH PLATT
Sarah Platt assists employers of all sizes with their “people issues”. Sarah works together with clients to provide proactive, practical counseling regarding hiring, discipline, termination, and accommodation issues. She also works with clients to conduct and implement change arising from pay equity audits. Sarah also often serves as an outside investigator and advises clients on responding to harassment and other internal complaints, including those arising at the highest level of an organization. She frequently provides training to clients and industry groups relating to harassment, accommodations and leave management, FMLA compliance, pay equity and other legal requirements and best practices. She has presented dozens of times in the last year, particularly in the wake of the #MeToo movement, to companies and groups working to create a culture of reporting in the workplace.

1. Respectful Workplace:
Anti-Harassment Training
.
ogletreedeakins.com
Presented by:
Sarah J. Platt
© 2018, Ogletree, Deakins Nash, Smoak & Stewart, P.C.

2. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
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Everywhere We Look

3. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
www.ogletreedeakins.com 3
The Law Has Not Changed
It has long been the employer’s obligation to
prevent harassment and discrimination
Based on Gender, Age, Race, Sex, Religion, etc.
It has long been the employer’s obligation to
take corrective action and halt the offending
conduct

4. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
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The Times Have Changed
“Tipping point”
“Sexual counter-revolution”
“Cultural turning point”
“Watershed moment”

5. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
www.ogletreedeakins.com 5
Why Now?
1991
1994-99
2012-15 June 2017
Sept. 19Feb. 2017
Oct. 5
July 2016Oct. 2016
Oct. 15

6. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
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What Are Discrimination And
Harassment Under Law?,+'./('

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DISCRIMINATION
Making an adverse
employment decision on
the basis of a protected
characteristic.+.,,5'/
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HARASSMENT
Creating a discriminatory
environment that is so
intimidating, hostile, or
offensive that it alters the
terms and conditions of
employment

7. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
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Legally Protected Characteristics

8. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
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Sexual Harassment
One form of discrimination
Two ways it can happen
Quid Pro Quo
“Submission to or rejection of unwelcome sexual conduct is used
as the basis for employment decisions affecting that individual.”
Hostile Environment

9. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
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Hostile Environment Harassment
Unwelcome “conduct” (based on a legally
protected category) that
Unreasonably interferes with an employee’s work
performance
Creates an intimidating, hostile or offensive work
environment
Is severe or pervasive

10. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
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What Is “Unwelcome?”
“Unwelcome” conduct
“No” means “NO!”
It doesn’t matter if you didn’t mean for others to
hear or see you
It doesn’t matter if no one complains in the
moment
Laughter does not necessarily mean the behavior is
welcome
Our intentions don’t matter

11. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
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Severe or Pervasive
What is “severe”?
Extreme words/actions
Intentional, suggestive touching
What does “pervasive” mean?
More than a “slip of the tongue”
More than once
Legally, it is a “sliding scale”
The more severe, the less pervasive it has to be
The more pervasive, the less severe
We want to prevent approaching either
category

12. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
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Before You Speak Or Act…
Ask yourself the following:
Would my spouse, child, or sibling like to be treated this
way?
Would I say this around my spouse or children?
Would I be comfortable seeing my behavior published in
the newspaper or on television?
Could my behavior offend or hurt other members of my
work group?
Could someone misinterpret my behavior as intentionally
harmful or harassing?

13. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
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What To Do If You Experience
Harassment
Address issues early so they do not snowball
Report to HR or to a trusted leader
Use as much detail as possible
Easier for the accused to deny or contradict vague or
broad allegations
Detail helps tip the scales when making credibility
determinations
If the company does not know, it cannot do anything,
and you will not have a legal claim
Keep contemporaneous notes of events

14. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
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Bystander Intervention – You Can
Make A Difference
“See something, say something”
Ask the subject if he or she is okay
If you are comfortable, communicate to the perpetrator
that the conduct is unacceptable
Does not have to be confrontational, just enough to let
them know it is not ok
“That wasn’t very funny,” “I think you made her uncomfortable,”
“come on, man”
Report to Supervisor or HR

15. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
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16. Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Dallas / Denver / Detroit (Metro) / Greenville
Houston / Indianapolis / Jackson / Kansas City / Las Vegas / London / Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis Morristown
Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh / Portland / Raleigh
Richmond / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.
www.ogletreedeakins.com 16
Sarah J. Platt
Ogletree Deakins
Pabst Boiler House
1243 North 10
th
Street, Suite 200
Milwaukee, WI 53205
414-239-6416
[email protected]
www.ogletree.com
Thank You!