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 If you call this number, you will reach an answering machine in an attorney's office. If you do not hear from them within 48 hours, please call the women's committee at 212-366-7486 What Is It? You may never face sexual harassment, but if you do it is good to know how to handle it. Sexual harassment happens occasionally in all types of workplaces. It is not any more common on construction sites. Sexual harassment is often not about sex – at the root it is about power. It is a form of bullying. It is about someone bothering you because they think they can and creating a hostile work environment for you. The Policy in Our Union’s Contract: Article VII Job Referral System, Non Discrimination Clause Section 2: The parties agree that there shall be no discrimination in the employment, hiring, or training of employees in the bargaining unit on the basis of race, creed, color, sex, national origin, age, disability, marital status, citizenship status, sexual orientation or affectual preference in all employment decisions, or Union activity as definied in applicable federal, state, or local laws. For the purposes of this Article, “citizenship status” means the citizenship of any person, or the immigration status of any person lawfully residing in the United States who is not a citizen or national of the United States.What Form It Can Take Examples are, but not limited to:
Tangible Employment Consequences:
Put the Harasser on Notice Sexual harassment (or any form of harassment) is completely unacceptable. At the start, it is your job to say what your limits are. The legal definition of a hostile work environment usually requires that the conduct must be unwanted, and therefore you have a responsibility to let your co-worker know if their behavior is offensive to you. In some cases, your legal rights may even depend on you speaking up. Say something as clear-cut as, “I don’t like when you do ‘X’ please don’t ever do it again.” After that it is their responsibility to respect those limits within reason. Keep Good Records! If anything like this happens, write down exactly what occurred at home or during lunch, the day and time, who was present, and what you and the other person said and did. Use a notebook with a sewn binding, like a composition book. Do this for your own protection even if you’re pretty sure you got your point across and it’s over. Memories get fuzzy fast, and a written log from the time of the incident can do a lot to clarify what happened. Example: “May 15, 2008-Mr. Bozo asked me what size bra I wear. I said, ‘Leave me alone.’ By water cooler, No witnesses.”Who Should You Notify: If the situation does not get worked out informally and the behavior does continue, don’t wait for things to get out of hand. Discuss the situation with your steward and ask him or her to talk to your Foreman or super. If you are uncomfortable enough to consider missing work over it, it is definitely time to get help. Company management is legally required to address the situation, but management must be told about the problem before it can be held accountable. Going through your steward gives the union an opportunity to represent you. Transferring you away from the offender is not an appropriate resolution. If the situation is not getting resolved with your steward and the company, don’t hesitate to contact the Business Agent or Manager of your local Make sure you keep a detailed written log of everything that happens. Notify the Hotline: 1-866-FAIR-JOB The District Council, Mike Forde, Pete Thomassen, an Denis Sheil are all committed to doing what is necessary to make sure sexual harassment does not occur in your workplace. The District Council has established a hotline to deal with harassment and discrimination. If any sexual harassment or discrimination occurs on the job, by calling this number the union is put on notice to investigate the complaint. When you call you will reach a voicemail. Leave a message with your name and number. Someone will get back to you. Whether you speak to your steward, BA or foreman it is a good idea to let the hotline know what action you have taken. The hotline concept was designed by union women to assure that the union works with us on these issues. Talk to the Women’s Committee and Other Sources of Support Get yourself involved with the Women’s Committee since members of the Women’s Committee are available to you in any tough or confusing situations that occur. Don’t wait to see if it will get worse or not. If you’ve already gotten the person to stop, you still deserve a chance to talk to another woman who has been out there. Also, we want to know when these incidents happen so we can address it on a larger level if we need to. Of course, anything you tell us will be treated as confidential. So in short:
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