One of the bosses at a previous employer of mine had a sexual harassment complaint lodged against him, so in a CYA move, all employees were forced to take sensitivity training.

It was an utter and complete waste of time and money.

I had no supervisory authority over anyone at that time, so I was somewhat mystified over who they thought I was going to harass.

For once I agree with Reick.

The most recent allegation of sexual harassment in the Illinois General Assembly is against Democrat State Senator Ira Silverstein.

The alleged victim is lobbyist Denise Rotheimer.

Her matter is in the hands of a legislative ethics commission which is not known for getting things done.

++++++++

A related issue is to frequently educate children about harassment and misconduct.

Often there is no concrete provable evidence.

Often it is a he said, she said situation.

Often one has to make a judgment call on how to proceed.

The better one is trained and prepared over time, the more likely they can protect themselves.

Hopefully will not have to ever use the training.

But since the child has friends, even if the training does not help that child, it may help another someday, or help in adulthood.

Talk to kids about what to do in various situations, that situations can happen unexpectedly, the advances can come from people who are respected and trusted, and can occur in what one believes is a safe place.

Often perpetrators selectively choose victims, and the perpetrator can have a stellar reputation in all other facets of life.

The first step is to not get isolated, but if it happens, immediately leave the situation.

If one believes a crime is committed, go to the police first, not to some supervisor, boss, bosses boss, or whatever.

If the police do not have enough evidence to prosecute, then a decision can be made as to what to do next.

Have heard some school districts now have a policy that any knowledge of misconduct should be reported to the district.

There are pros and cons to such a policy.

While that may protect ones career depending on the situation, it is in the best interest of the victim to go first to the police.

The police are better trained to investigate alleged crimes than the school district.

Although it seems to have improved, some school districts have engaged in minimizing alleged educator misconduct, and even worse, passing the trash (alleged perpetrator was allowed to resign and subsequently received a job in another district).

Given decades of educator misconduct in school districts, allegations of Springfield wives, and the history of the legislative ethics commission, it is not surprising that Steve Reick is not convinced the latest “reform” out of Springfield is not adequate.

Perhaps he could have had a different response, anticipating attacks from those who pounce on any perceived vulnerability.

I enjoy seeing some anti PC kick back!

Call them like you see them Steve.

“Given decades of educator misconduct in school districts…” Interesting comment from an obsessed anti-public education detractor. More prodigious research next. Please feel free to praise as appropriate.

Facts About Sexual Harassment

Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964.

Title VII applies to employers with 15 or more employees, including state and local governments.

It also applies to employment agencies and to labor organizations, as well as to the federal government.

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.

Sexual harassment can occur in a variety of circumstances, including but not limited to the following:

The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.

The harasser can be the victim’s supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.

The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.

Unlawful sexual harassment may occur without economic injury to or discharge of the victim.

The harasser’s conduct must be unwelcome.

It is helpful for the victim to inform the harasser directly that the conduct is unwelcome and must stop.

The victim should use any employer complaint mechanism or grievance system available.

When investigating allegations of sexual harassment, EEOC looks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred.

A determination on the allegations is made from the facts on a case-by-case basis.

Prevention is the best tool to eliminate sexual harassment in the workplace.

Employers are encouraged to take steps necessary to prevent sexual harassment from occurring.

They should clearly communicate to employees that sexual harassment will not be tolerated.

They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains.

It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII. Tic, tock, tic, tock…

And… Reick backpedals faster than Devin Hester:

Reick: “There’s a problem with the culture in Springfield. How has harassment been allowed to thrive for so long without any real attempts to address it? My fear is, and what I failed to clearly articulate, is that training won’t be enough to truly shock the system. I feel very strongly that those who have committed these acts through the years should be called out by name and forced to deal with their actions. Until then, I remain concerned that efforts to end harassment will fall short. I will support the proposed legislation, participate in any training it prescribes and will do my part to end the culture of harassment that’s existed for far too long in and around the Capitol.”