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Harassed at Work; What Would You Do?
Earlier in the week, I posted a blog: http://www.firefighternation.com/profiles/blogs/houston-you-have-a-...
But it begs the question: what would you do if you felt that you were being harassed by a fellow firefighter? Male/female; it doesn't matter.
If you feel that you have been harassed, what did you do about it?
Does you department have a process? Or would you keep it quiet? Would you fear retaliation, including being kicked out?
I'm curious to find out how common/uncommon it is.
But it begs the question: what would you do if you felt that you were being harassed by a fellow firefighter? Male/female; it doesn't matter.
If you feel that you have been harassed, what did you do about it?
Does you department have a process? Or would you keep it quiet? Would you fear retaliation, including being kicked out?
I'm curious to find out how common/uncommon it is.
Replies to This Discussion
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Permalink Reply by Robert St. Germain on
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Well lucky for me, most all of us grew up together. We have a system in place where we the officers meet half an hour before every meeting to discuss things. If there are any issues it is brought up. There is no toleration of any kind of harassment. If it continues, you are gone. We have a meeting with the officers, and if we decide that you get a warning, then its a warning but you are watched closely. If it continues we meet again to see if you are terminated or not. we have a danderous job and we don't need that kind of crap in our brotherhood.
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Permalink Reply by Loyd Dittfurth on
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simple answer if you knew all the varibles
if its just guys ribbn another guy no I aint saying nothin
really I would keep quiet but I would get my retaliation
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Yea i agree Loyd. But if its something extreme, then thats another story.
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Permalink Reply by Oldman on
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The problem is, in today's society what are pranks or ribbing to one might be considered harassment by another. It is most difficult sometimes to differentiate between the two.
Having been in a supervisory position for most of my career, I know and tell my people if they have an issue with me, to bring it to me. If you and I cannot work it out, then as our SOG's have a process for taking it through the chain of command. Having not to have been in the position of being harassed by someone, I would think that I would confront that person with my concerns, and if necessary, take it up the COC.
I know there seems to be a growing trend in the news, not only in the fire service, but public service as a whole where someone is being harassed. I take all complaints seriously and have had to consciously choose my words and actions very carefully in order to limit the possibility of even the appearance of harassment. I also hold training classes on workplace harassment whether verbal, physical, or sexual, and how easy it is for someone to take something out of context, as well as the consequences one might face.
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Just a little FYI I answered that as if I was being harassed
but just so you know if i am being sexually harassed knowing me I would probably enjoy it
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Permalink Reply by Art "ChiefReason" Goodrich on
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Some good replies thus far.
Let me ask another question: do you feel equipped to deal with a claim of harassment?
Are you familiar enough with employment law to make the RIGHT decision?
Do you realize that there is no insurance policy on Earth to insure you against a claim of this type?
Is your bank account prepared to pay out a settlement that is typically in the SIX figures?
An average payout if harassment is proven is in the six figures.
These types of claims don't go away on their own. Ignoring them is not an option.
What are you prepared to do?
SOGs; great. Are they enforced equally each and every time?
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my bank account could pay the 6 figure settlement if you count the cents and put a negative in it.
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Permalink Reply by Steve Davis on
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My department just went through this training as a part of our "ethics" training. The requirements for harrassment are simple and delt with very simply. In order to truly qualify as harrassment, you the person being harrassed must address the issue immediately with the person doing the harrassment. Without that step, H.R will not hear the case. Once you make the harrassment known, you have to notify your supervisor and let them know that you have taken the first step in dealing with it. From then on, once you have started that ball rolling, if the harrassment continues, H.R can step in and get involved with the "official" complaint.
Know that regardless of what happens, you as the person being harrassed are protected by federal law "no fear act".
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Permalink Reply by Lani on
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I am so very blessed to have a wonderful crew...no harassment to speak of, I have had to "push" my way into an incident because one of the guys is a "girls aint supposed to be here" kind of guy, but he's getting over that as I prove myself capable....which is fine, I completely expect it! That behavior does not shock me, or offend me, I don't have a heightened sensitivity to jokes or comments.
However my last job my "supervisor" was a real doozy...he started by just the school yard rib jabbing, no big deal I'm a big girl I can kid around with the best of them...however it was when he made the comment "I hope you are on birth-control" that I was taken aback...I figured he was joking, crudely but joking none the less...so I replied "why, don't you want a bunch of little me's running around" with a laugh...to which he replied, "no and I'd like to kill your parents for procreating"...That crossed even my lines, which is a hard thing to do by most standards! I called my family later that night, to which I was advised to get a lawyer and report it...because that was not just harassment it was a threat. I went against my better judgment and reported the incident to our mutual supervisor, who took it to HR, who advised him to bury it....we had a "sit down" in the managers office to which this pig of a man who made the offensive comment said he never said what he had, but rather said "some people's kids"...hmmm guess who's side they took. I only worked there another 4 months, as he was able to get away with such threats toward me and my family without repercussion he felt invincible. The work environment became absolutely toxic and dangerous...I walked when he tried, and nearly accomplished, to hit me with a car.
Today, he's still working at that place and the last incident I had heard was he told one of the new techs that if he were to "steal any of HIS work he'd slit his throat". I can't believe this joker still has a job.
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Permalink Reply by Mike Schlags (Captain Busy) Retd on
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First off, you have to make sure that the reported actions were harrassment by federal defintion:
Workplace Harassment is a Form of Discrimination
Unlawful harassment is a form of discrimination that violates Title VII of the Civil Rights Act of 1964 and other federal authority.
Unwelcome verbal or physical conduct based on race, color, religion, sex (whether or not of a sexual nature and including same-gender harassment and gender identity harassment), national origin, age (40 and over), disability (mental or physical), sexual orientation, or retaliation (sometimes collectively referred to as “legally protected characteristics”) constitutes harassment when:
The conduct is sufficiently severe or pervasive to create a hostile work environment; or
A supervisor’s harassing conduct results in a tangible change in an employee’s employment status or benefits (for example, demotion, termination, failure to promote, etc.).
The anti-discrimination statutes are not a general civility code. Thus, federal law does not prohibit simple teasing, offhand comments, or isolated incidents that are not extremely serious. Rather, the conduct must be so objectively offensive as to alter the conditions of the individual’s employment. The conditions of employment are altered only if the harassment culminates in a tangible employment action or is sufficiently severe or pervasive to create a hostile work environment.
Report any incident of harassment immediately to your supervisor, any member of management
Reporting Date Deadlines: Any employee wishing to initiate an EEO complaint arising out of the alleged incident of harassment must contact an FCC EEO Counselor or other EEO official within 45 calendar days of the date of the incident. For information on how to contact an EEO Counselor, visit http://www.fcc.gov/owd/counselors.html. The employee should not wait until the agency’s internal harassment inquiry is completed to contact a counselor if waiting will allow the 45-day time limit to expire.
A claim of harassment generally requires several elements, including:
1. The complaining party must be a member of a statutorily protected class;
2. S/he was subjected to unwelcome verbal or physical conduct related to his or her membership in that protected class;
3. The unwelcome conduct complained of was based on his or her membership in that protected class;
4. The unwelcome conduct affected a term or condition of employment and/or had the purpose or effect of unreasonably interfering with his or her work performance and/or creating an intimidating, hostile or offensive work environment.
Finally, if someone is being harrassed, one of the most important things for the individual to do is document, document, document. This goes both ways... I guarantee your supervisor will document any comments, actions or things that you do or did...
TCSS,
CBz
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