HANDOUT: SEXUAL HARASSMENT:FINDING SOLUTIONS
The Victim

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Don't ignore the problem. Managers and/or co-workers may interpret your
silence to mean you condone the behaviour.

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Break down isolation. You are not alone. By confiding in your steward and
co-workers you will receive moral support and may discover that other
women have also been targeted by the harasser.

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Confront the harasser. Let him/her know that you do not condone their
behaviour. Tell them to stop. In many cases, this action will end the
problem. The harasser counts on you to be embarrassed, and to hesitate to
stand up for yourself.

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Keep a record. Maintain a detailed record of each incident. Document what
happened, where and when. Note the names of witnesses. If possible, get
statements from them.

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Arm yourself. Maintain a record of your work. Document accomplishments,
compliments and work habits. Harassers may try to get back at the woman
by accusing her of poor work performance.

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Publicize the harasser's actions. If confronting the harasser doesn't stop the
problem, make the harassment public. Post notices at work: "John X is a
sexual harasser."
Or have co-workers wear buttons with the same
message.

The Shop Steward, Union or Co-worker

Listen,
When a worker comes to you with a complaint of sexual
harassment, listen carefully. Remember, it may be difficult for the woman
to report the incident. She may feel that she will be blamed, or she may
fear reprisal.
Support the victim. Let her(him) know that you and the union want to solve
the problem. Support workers who have been or are being harassed.
Accompany a woman who wants to confront the offender. Be a witness for
her.

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Build a case. The steward case assess 'he situation and build a case for
positive action (including the grievance p jcess). Encourage the women to

keep a record of the incidents. Where possible, get witnesses.
Maintain confidentiality. During case documentation or investigation,
discretion and confidentiality are essential in order to prevent the harasser
from using retaliation or intimidation against the women or against
witnesses.

Grievance recourse. As with any other grievance, proper, complete, and
factual investigation and documentation is essential. A harasser may not be
aware that his actions are offensive. This is not an excuse, but one solution
may involve showing the offender that his actions are unwanted,
threatening and destructive.
Grievance settlement. Management may attempt to transfer the victim.
The union should insist that the harasser, and not the victim, be moved.
Should the victim request, or comply with, a transfer, it must be at the same
status and pay. Because the harasser may create a problem in his new job,
other forms of discipline should be tried.

Discuss the problem of sexual harassment. Raise the issue at local union
meetings. If there is a problem or concern, organize and use the union
structure to raise the issue at a policy making level.
Training and education. Take advantage of courses or seminars offered by
the union or other labour organizations. Knowledge will help you become
more effective in building cases and presenting grievances. Distribute
educational pamphlets, bulletins or materials.

Stopping Sexual Harassment
Labor Notes*Detroit,Ml*USA