Sexual Innuendos-How to Stop!! 11

[tuggertoo]

Help. Our newly hired 60 year old male EE, married w/2 kids , 30 yrs. experience,upper level management and a self proclaimed "good" christian, has revealed a side of his personality undetected during his initial interview. He is, in my opinion, using language that is borderline harassment with our firm's female employees. Last week one of our male designers advised me that "trouble" might be brewing due to Mr. EE's recent comments to employees. Specifically, "Gee, you have crumbs on your blouse-what lucky guy were you rubbing up against to get those?", "I'm a double scorpio-under loved, under appreciated, over stressed and over sexed" and in front of clients when our secretary was taking off her jacket, "Oh, what else is coming off? I think I'll stick around for that". Combine this with our 24 year old female EIT, unmarried with a 1 year old child being asked, "What were your measurements when you delivered the baby?", "What are your measurements now?".

I've already met with the women and advised them that I am taking action and they are to report anything that makes them uncomfortable. Our lead engineer and principle talked directly with Mr. EE who seemed astonished that he might have done anything wrong. Last Friday in a manager's meeting I addressed the topic and gave exact examples of the inappropriate comments-Mr. EE sitting to my immediate left. Our principle engineer even talked about our senior engineers being mentors to the younger EIT's. We are not out of the meeting 5 minutes (no kidding) when Mr. EE spots my daughter-in-law (with 4 year old grand daughter in tow) and starts in on his over sexed comments!

What is the next step? Can he really be that ignorant? This is embarrassing not to mention inappropriate. No offense, but he is originally from Arkansas via Texas. Is this typical red-neck mentality? What do I do to wake him up?

 

[Rjeffery]

Why is it that when jerks like this make comments like that, the offended party [person] does not step up and say [very loudly] "I find that offensive! Please do not make comments like that [ever] again!" ???

Now you have to "paper" the employee, warn him until you have a file folder full, then put his stuff in a box and escort him to the door, all the time reminding him of the non-compete clause in his contract! don't for get to get his keys, security badge and change the password to the VPN!

Expensive, no?

 

[whyun]

Annual sexual harrassment training is not uncommon along the west coast.

 

[CorBlimeyLimey]

WHAT ???

Oh, Annual[/b] ... I need new glasses.

 

[CorBlimeyLimey]

... and new keyboarding fingers apparently.

 

[whyun]

http://library.findlaw.com/2005/Feb/6/133651.html

It seems like every year... Actually the law says every two years for supervisory employees. However, harassment isn't necessarily top down so all employees "should" be trained.

 

[TheTick]

A lesson in innuendo...
<

http://www.ebaumsworld.com/video/watch/38001/>

 

[Rjeffery]

The Tick,

 

[msquared48]

BJC and tuffertoo:

I would not be so concerned with a lawsuit from your 60 year old employee as the other more numerous lawsuits your other employees WILL initiate if you do not let this guy go ASAP, proper legal documentation implied. You need to take positive action. Don't worry about offending him at this point. Goodness, the man is 60 years old!!! Some people only learn the hard way. Talk to your legal counsel.

Mike McCann
McCann Engineering

 

[Twoballcane]

Read this and thought of this thread:

http://abcnews.go.com/Business/LifeStages/story?id=3655947&page=1

The one phrase that struck me (and which we practice in our company):

"Before we even start training, an organization needs to develop a zero tolerance harassment policy that is written and disseminated to all employees."


You have to start with a zero tolerance harassment policy and HR has to back this up and police this with great fervor. As soon it is know that there is zero tolerance toward any kind of joke, comment, or impression of sexual innuendos a person may say outright "that comment violates the zero tolerance harassment policy please stop or I will report it". The real metal test will come from HR where they really have to either fire or demote the person.

I have already seen people escorted out of the building on Monday mornings by town police because they did not heed the warning, and this sent a real message that this company does not tolerate bad behavior. HR is key, if they do not have any teeth, it will be all for not.


Tobalcane
"If you avoid failure, you also avoid success."

 

[HgTX]

Absolute zero-tolerance policies leave no room for common sense or judgement.

Hg

Eng-Tips policies: faq731-376

 

[Twoballcane]

Yes I agree, but it has to start some where, and it has to hit hard. It is either seriously deal with the issue or you might as well do nothing. You can't go half way.

Tobalcane
"If you avoid failure, you also avoid success."

 

[CorBlimeyLimey]

"It is either seriously deal with the issue or you might as well do nothing. You can't go half way."

I disagree ... there is always room for compromise; a middle ground solution. It just takes more thought and understanding.

 

[msquared48]

Compromise implies movement by both parties. Unless "60 something" "moves", there is no compromise.

Mike McCann
McCann Engineering

 

[Twoballcane]

haha well to have a compromise both parties have to meet in the middle, so what does that mean? Does the person who does the sexual harassment tone down his/her advancement and the victim will not complain as much?

So what's your number baby!? (man! just kidding!)

At work there should be only professional behavior and nothing else.

Tobalcane
"If you avoid failure, you also avoid success."

 

[msquared48]

No. The compromise here would be:

"If you eliminate the sexual innuendos, I won't sue you"...

Mike McCann
McCann Engineering

 

[Twoballcane]

That is not a compromise, but an altamatum. A compramise is where both parties can still do what they want, but has to accommodate the other parties wants. You can't have a little sexual harassment, or just playing around sexual harassment, there has to be NO sexual harassment. Either stop or be removed.

Tobalcane
"If you avoid failure, you also avoid success."

 

[msquared48]

It msay be an ultimatum, but, to me, it is still a compromise if a solution to the problem is reached, as both parties had to change their initial stances in order to reach a solution.

Mike McCann
McCann Engineering

 

[Maui]

Document every incidence that you are aware of where an employee in your company has been the target of this inappropriate behavior. You have already held a meeting with him to make him aware that this type of behavior is not professional, and will not be tolerated. Did he reply that he understands? You need that reply in order to file harassment charges against him and make them stick. In your documentation list the dates these conversations took place, where they took place, what was specifically said by both parties, and anyone else who was a witness to it. You don't need to bring this documentation out until the inevitable lawsuit is filed should you decide to terminate him. Consult your legal consul in this matter for advice on how to proceed. It sounds like you have a bad apple in the barrel. Best to remove it before more damage is done.

Maui

 

[BJC]

I wasn't trying to overly cautious about getting sued. Just pointing out a land mine. Other people have stepped on them before you.

HAs someone posted this before.

http://www.eeoc.gov/types/sexual_harassment.html

Google up the nearest EEOC office and talk to them.
I susupect if you document a couple of instances ( description of the event with witnesses etc ) you can lead the guy to the door and say good by. Being that he is 60+ he is a protected species and you need to be careful.

 

[Airforce2]

Hi,

Sorry to hear about this situation...

I am a Christian and wanted to say that this guy is out of line, totally!

None of us are perfect, but it is sad to hear that this Christian is not living (or trying to live) what he preaches...

I agree with the general concensus... Document everything and keep some witnesses.

All the best with this rather awkward situation.