Chautauqua Works Summer Youth Employment Program

1
Chautauqua Works Summer Youth Employment Program

• Work Behavior Work Shop

2
Contents

• Appropriate Attire
• Appropriate Work Behavior
• Sexual Harassment Prevention Training
• Job Safety
• Disciplinary Action

3
Appropriate Attire

• What is appropriate and inappropriate attire to
  wear for work?
• Uniforms
• Suits
• Dresses/Skirts/Dress Pants
• Skorts
• Dress Shoes/Open-toed or heeled/gym shoes/work
  boots
• T-shirts
• Tank Tops
• Halter tops/Tube tops/Spaghetti Strapped
  Shirts/Midriff Shirts (Shirts that show your
  tummy)

4
Appropriate Work Behavior

• Behavior
• Attitude
• Social Interaction

5
Appropriate Work Behavior

• What are some examples of appropriate work
  behavior?

Behavior Punctual Reliable Team Player
Attitude Helpful Respectful Patient
Social Interaction Friendly Polite Easy Going
6
Appropriate Work Behavior

• It is essential that all employees accept
  personal responsibility for maintaining high
  standards of conduct and job performance,
  including observance of Chautauqua Works rules
  and policies.
• Violations of these standards will result in
  disciplinary action.

7
Inappropriate Work Behavior

• What are some examples of inappropriate work
  behavior?

Behavior Coming in Late or Calling in to
Work Fighting at Work Dressing Inappropriately
Social Interaction Friendly Polite Easy Going
Attitude Disrespectful Impatient Interruptive
8
Sexual Harassment Prevention

• Sexual harassment is a form of sex discrimination
  that violates Title VII of the 1964 Civil Rights
  Act as amended in 1972, and the New York State
  Human Rights Law.

9
Sexual Harassment Prevention

• Sexual harassment consists of unwanted, unwelcome
  sexual advances or sexual conduct in the
  workplace that has the effect of unreasonably
  interfering with a person's work performance.
  This type of behavior can create an intimidating
  or hostile work environment.

10
Sexual Harassment Prevention

• The goal of eliminating sexual harassment in the
  workplace must begin with prevention. As an
  employer we have a responsibility to prevent
  sexual harassment.

11
Sexual Harassment Prevention

• To accomplish this goal the Sexual Harassment
  Prevention Training is offered to
• increase your awareness, and
• provide you with the skills and motivation needed
  to address issues of sexual harassment.

12
Sexual Harassment Prevention

• Chautauqua Works is committed to providing a work
  environment that is free from all forms of
  discrimination and conduct that can be considered
  harassing, coercive or disruptive, including
  sexual harassment. All of its active employees
  are covered under this policy.

13
Sexual Harassment Prevention

• Actions, words, jokes or comments based on an
  individuals sex, race, color, national origin,
  age, religion, disability, sexual orientation or
  any other legally protected characteristic will
  not be tolerated. Chautauqua Works provides
  ongoing sexual harassment training to ensure that
  its employees work in an environment free of
  sexual and other unlawful harassment.

14
Sexual Harassment Prevention

• Sexual harassment is defined as unwanted sexual
  advances or visual, verbal or physical conduct of
  a sexual nature. This definition includes many
  forms of offensive behavior and includes
  gender-based harassment of a person of the same
  sex as the harasser.

15
Sexual Harassment Prevention

• The following is a partial list of sexual
  harassment examples
• Unwanted sexual advances.
• Offering employment benefits in exchange for
  sexual favors.
• Making or threatening reprisals after a negative
  response to sexual advances.
• Visual conduct that includes leering, making
  sexual gestures or displaying of sexually
  suggestive objects or pictures, cartoons or
  posters.

16
Sexual Harassment Prevention

• The following is a partial list of sexual
  harassment examples (continued)
• Verbal conduct that includes making or using
  derogatory comments, epithets, slurs or jokes.
• Verbal sexual advances or propositions.
• Verbal abuse of a sexual nature, graphic verbal
  commentaries about an individuals body, sexually
  degrading words used to describe an individual,
  or suggestive or obscene letters, notes or
  invitations.
• Physical conduct that includes touching,
  assaulting, following, impeding or blocking
  movements.

17
Sexual Harassment Prevention

• Unwelcome sexual advances (either verbal or
  physical), requests for sexual favors or other
  verbal or physical conduct of a sexual nature
  constitute sexual harassment when
• Submission to such conduct is made either
  explicitly or implicitly a term or condition of
  employment
• Submission or rejection of the conduct is used as
  a basis for making employment decisions or
• The conduct has the purpose or effect of
  interfering with work performance or creating an
  intimidating, hostile or offensive work
  environment.

18
Sexual Harassment Prevention

• All allegations of sexual harassment will be
  quickly and discreetly investigated. To the
  extent possible, your confidentiality and that of
  any witnesses and the alleged harasser will be
  protected against unnecessary disclosure. When
  the investigation is completed, you will be
  informed of the outcome of the investigation.

19
Sexual Harassment Prevention

• If you experience or witness sexual or other
  unlawful harassment in the workplace, including
  harassment on the basis of national origin, race,
  color, religion, age or otherwise, report it
  immediately to your worksite supervisor, unless
  you feel it is inappropriate to contact them.
  You should also notify your Retention Specialist,
  however, if they are unavailable or you feel that
  it would be inappropriate to contact them, you
  may contact the Program Coordinator or the
  Executive Director.

20
Sexual Harassment Prevention

• Any worksite supervisor or Retention Specialist
  who becomes aware of possible sexual or other
  unlawful harassment must immediately advise the
  Program Coordinator so it can be investigated in
  a timely and confidential manner. Anyone
  engaging in sexual or other unlawful harassment
  will be subject to disciplinary action, up to and
  including termination.

21
Sexual Harassment Prevention

• KEEP IN MIND
• It is not the intent of the harasser but the
  perception of the victim that determines whether
  behavior constitutes sexual harassment.
• Any form of retaliation or false reporting is
  considered unacceptable and violators will be
  disciplined appropriately, up to and including
  termination.

22
Workplace Safety

• You have a right to a safe and healthful
  workplace. That's why Congress passed the
  Occupational Safety and Health Act of 1970,
  requiring employers to provide workplaces free
  from serious recognized hazards and to comply
  with occupational safety and health standards.
  The Occupational Safety and Health Administration
  (OSHA) wants every worker to go home whole and
  healthy every day. The agency was created by
  Congress to help protect workers by setting and
  enforcing workplace safety and health standards
  and by providing safety and health information,
  training and assistance to workers and employers.

23
Workplace Safety

• Workplace safety is about preventing injury and
  illness to employees and volunteers in the
  workplace.
• It's about protecting the company's most valuable
  asset its workers.

24
Workplace Safety

• Young workers, ages 14-24, are at risk of
  workplace injury because of their inexperience at
  work and their physical, cognitive and emotional
  development characteristics.
• They often hesitate to ask questions and may fail
  to recognize workplace dangers.

25
Workplace Safety

• Each year, 60-70 teens die from work-related
  injuries and about 200,000 young workers seek
  emergency medical treatment.

26
Workplace Safety

• Common workplace hazards and injuries
• Slips, trips and falls
• Strains and sprains
• Chemical exposure
• Burns and cuts
• Eye injuries
• Hearing loss
• Motor vehicle crashes
• Electrocution
• Machinery malfunctions

27
Workplace Safety

• Employee Responsibilities to Protect Yourself
• Trust your instincts about dangerous situations
• Follow all safety rules
• Stay alert
• Wear proper safety equipment
• Ask questions about potentially dangerous
  situations or equipment
• Tell your Supervisor or Retention Specialist if
  you suspect unsafe conditions
• Be aware of your work environment
• Work safely
• Stay sober and drug-free
• Know your workplace rights

28
Workplace Safety

• Comply with all safety and health standards that
  apply to your actions on the job. Employees
  should
• Read the OSHA poster at your work site.
• Follow the employer's safety and health rules and
  wear or use all required gear and equipment.
• Follow safe work practices for your job, as
  directed by your employer.
• Report hazardous conditions to a supervisor or
  safety committee.

29
Workplace Safety

• Planning for emergencies
• If you have an urgent medical emergency call 911
  and tell your supervisor.
• If you have an un-urgent medical issue, which
  requires attention, please tell your supervisor
  and call your retention specialist.

30
Disciplinary Action

• Disciplinary action is considered a dimension of
  performance evaluation. It is a corrective
  process to help employees overcome work-related
  shortcomings, strengthen work performance and
  achieve success.
• In general, disciplinary action is taken in
  progressive steps. Refer to policy oral
  warning, written warning, final written
  warning-may result in termination.

31
Disciplinary/Termination Policy

• First Offense VERBAL WARNING
• The worksite supervisor informs the Retention
  Specialist of the incident. The Retention
  Specialist will evaluate the incident and decide
  if it constitutes a violation of standards and
  requirements.
• Retention Specialist will give a verbal warning
  to the youth participant as soon as possible
  after being notified of or witnessing the
  offense.
• This will be documented in detail and maintained
  in the youth participants file for future
  reference.

32
Disciplinary/Termination Policy

• Second Offense WRITTEN WARNING, JOINT MEETING,
  AND POSSIBLE SUSPENSION
• When notified of the offense by the worksite
  supervisor, the Retention Specialist will arrange
  a consultation with the youth participants
  Supervisor, the youth and themselves. The youth
  must attend.
• During this consultation, all involved will sign
  a written warning. This will be documented in
  detail and maintained in the youth participants
  file for future reference.

33
Disciplinary/Termination Policy

• Third Offense WRITTEN WARNING, JOINT MEETING,
  MAY RESULT IN TERMINATION
• When notified of the offense by the worksite
  supervisor, the Retention Specialist will arrange
  a consultation with the youth participants
  Supervisor, the youth and themselves. The youth
  must attend.
• During this consultation, all involved will sign
  a written warning. This will be documented in
  detail and maintained in the youth participants
  file for future reference.

34
Disciplinary/Termination Policy

• The following are reasons for immediate
  termination
• Possession of drugs or alcohol at a program site
• Possession of any weapon
• Any illegal or dangerous behavior, such as but
  not limited to theft, harassment, or careless
  use of machines and tools
• ANY BEHAVIOR DEEMED GROUNDS FOR IMMEDIATE
  DISMISSAL BY THE WORKSITE AND THEIR HUMAN
  RESOURCE POLICY.

35
Disciplinary Action

• If an employee is issued a written warning the
  employees signature is only an acknowledgement
  that the employee has been informed of the
  warning it does not indicate agreement with the
  warning.
• All written warnings are retained in the
  employees file.

36
Disciplinary Action

• Any warnings will result in a loss of successful
  completion bonus.
• Review the policy