Sexual Harassment (Part 2)
(This article appeared in the September/October 2009 issue of The American Postal Worker magazine.)
Joyce B. Robinson, Research & Education Department Director
Employees who are victims of sexual harassment often fail to report it because they are embarrassed and think nothing will be done to stop it. They fear reprisals, being labeled a troublemaker or prude, or being ridiculed.
If you are sexually harassed in the workplace, remember: It has more to do with power than with sex.
Tell the harasser that the behavior is unwelcome. Object verbally; if the harassment continues, object in writing, and keep a copy of your complaint. Be specific about the behavior you find objectionable. Keep a journal, and tell friends, family and co-workers about the harassment. Tell your shop steward. If you believe the steward is not responding appropriately, contact local union officers.
If the problem cannot be resolved: File a grievance to establish employer liability — to make sure management knows about the harassment and is given an opportunity to stop it. File an EEO (Equal Employment Opportunity) complaint.
What Local Unions Can Do
There are a number of measures local unions can take to help the victim, and to make other union members sensitive to the problem. It is important to create a climate that discourages sexual harassment and that helps victims feel comfortable turning to the union for assistance.
Educate the membership: Activities can include speakers, workshops, and distribution of literature.
Provide training on how to handle sexual harassment grievances .Locals may want to designate specific stewards to handle these grievances. If so, they should be given additional training, and members should be informed that they are available. If the Postal Service conducts training for supervisors, ask that shop stewards and officers be included.
Be sure that the USPS’ anti-sexual harassment policy is posted on bulletin boards. If the problem is widespread, discuss it at labor-management meetings.
The Steward’s Role
Shop stewards have a duty to make a good faith effort to prevent sexual harassment. Stewards should take all sexual harassment complaints seriously; stop any harassment that is observed — even if the victim has not complained; avoid saying anything that could be interpreted as condoning the unwanted behavior; and try to informally resolve the complaint by talking with the alleged harasser.
If these actions are ineffective, it is the steward’s obligation to file a grievance against management: Regardless of who is doing the harassing, management is responsible for the work environment. If the harasser is also a union member, utilize two stewards (one to deal with each employee). Do not hesitate to ask for assistance from business agents or other local officers.
Investigating a Sexual Harassment Claim
In order to maintain confidentiality, the union shop steward should first talk to the victim privately and learn all the facts. Here are some of the questions to ask:
- Why are you here today and what happened?
- What are the names of employees who witnessed the harassment?
- Did you discuss this with co-workers or friends? When did the harassment occur? (Ask for dates, times, places.)
- Did you inform the alleged harasser that his/her behavior was unwelcome?
- Did you notify the alleged harasser’s superior? What was the response?
- What would you like to see happen to resolve this grievance?
When talking to the alleged harasser, stewards should keep in mind that they are there to investigate allegations, not to make judgments. Arrange for a private meeting and immediately explain the purpose. Focus on the questionable behavior, stay on the topic, and ask for a response to the allegations. If the harassment is acknowledged, inform him or her that it must stop or disciplinary action will result. (If the harassment is not admitted, inform the individual that the investigation will continue.)
[Click here to read part one in the series on sexual harassment in the workplace.]