The running time of this video is approximately 50 minutes.

Aaron Thompson, Ph.D., is the ociate Vice President for Academic Affairs and a Professor of Sociology at Eastern Kentucky University. He holds a Ph.D. in Sociology from the University of Kentucky, specializing in Organizational Behavior and Gender and Race Relations. Dr. Thompson has directed workshops and given presentations for many years in the areas of leadership, ethics, race/gender relations, and strategic planning. He is nationally recognized in the areas of educational attainment, human diversity, motivation, and academic success.

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Day-after-day, she will pretend she does not notice his displaying of sexually suggestive objects, vaginal pictures and/or or posters on the many walls she is forced to pass through, as she enters the Von Pellet Gun Factory. He doesn’t know this, but she secretly wears audio-proofed cotton earballs to avoid having to listen to the sexually suggestive ographic music that fills the successful factory in which she must work. Only a few more years of this, Shirley. Only a few more years…

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What constitutes sexual harassment.
Behaviors to avoid.

Recognizing victims and harassers.

Avoiding “accidental” harassment.

How to handle a sexual harassment incident.

Reporting sexual harassment to management.
…and more!

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Armed with a digital video camera, two Bay Area high school seniors interview young people at work, on the street and at school about tackling workplace harassment and discrimination.

Kendra and Danielle created this short video as part of a month-long internship with the EEOC’s Youth@Work Initiative, a campaign to ensure positive first work experiences for teens. (Special thanks to Jackie Alarcon and her Peer Resources classes at Galileo)

Note from EEOC-San Francisco District: a captioned version of the video is on its way… until then here is the transcript of the video:

“How many of you have witnessed sexual harassment on the job?”

“Sometimes people go too far too, and when you go too far, we’ll tell them, you know, like, ‘don’t say that.’”

“It was sexist.”

“…remind you: at the store, the customer’s always right.”

[screen title] What would you do?

[voice over] Every year, millions of teenagers enter the workforce. Some are just looking for a summer job, some are saving up for a car, and others need money to support their family. But it can be hard to know what to expect from a first job, and sometimes teens have trouble standing up for their rights. As part of the Youth@Work campaign at the EEOC, we went out to talk to teen workers about workplace harassment and discrimination.

[screen title] How would you respond to harassment or discrimination at work?

“Probably just, uh, probably just keep it to myself for a while, until I found out if it was serious.”

“If it was to an extent where I was bothered by it, I think I’d have to confront them.”

“Like, probably, like, complain to a superior.”

“Probably first bring it up to my boss if it was like a coworker. Um…I don’t know what I would do if it was my boss harassing me. I mean, I guess threaten to quit.”

“I’d talk to my manager…whoever’s in charge.”

[voice over] We found that a lot of young workers know when their rights have been violated, and they know they should do something about it. But if that’s the case, then why has workplace harassment and discrimination become such a prevalent issue for teens.

[screen title] Where would you turn if your boss didn’t take action?

“If it continued from there, I don’t know where I’d turn.”

“I’d get a lawyer or something.”

“Uh…I don’t know, yeah.”

“I don’t know. I don’t really know where I would go.”

[voice over] That’s the problem. Teenagers don’t know where to go if top management doesn’t help them. It’s hard to stand up for your rights if you don’t know how to back them up. That’s what the EEOC’s for: to enforce our basic rights. The Equal Employment Opportunity Commission is a federal agency that fights harassment and enforces equal rights. It investigates complaints based on color, race, disability, religion, national origin, sex, and age over 40. if any of these laws has been violated, the EEOC takes action. But the EEOC can’t effectively do its job if young workers don’t know it exists.

[screen title] Have your ever heard of the EEOC?

“The what?”
-The EEOC
“[laughing] Oh I thought you said the OC. Um, no.”

“No.”

“No.”

“Is that… No, wait what is? No, I’ve never heard of the EEOC.”

“It sounds familiar but I don’t know specifically.”

“Um, no.”

“No.”

[screen title] Let’s change that.

[screen title] EEOC 1 (800) 669-4000 www.youth.eeoc.gov

TTY 1(800) 669-6820

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A company’s legal responsibility regarding sexual harassment.

Conducting an ethical investigation.

Beginning the investigation process.

Documenting harassment allegations.

Interviewing alleged harassers and witnesses.

…and more!

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The Chicago office of the Equal Employment Opportunity Commission had filed a civil lawsuit against James L. Orrington in September 2007, erting he had discriminated against 18 employees by subjecting them to sexual propositions, comments and improper touching.
The suit also alleged that Orrington violated federal law by requiring workers “to engage in Scientology religious practices and learn about Scientology as conditions of their employment.”

The suit, filed in Chicago federal court, also alleged that Orrington violated civil-rights law by firing or taking other retaliatory actions against some employees who had complained about his behavior.

A consent decree filed with the U.S. District court Tuesday calls for Orrington to pay $462,500 to the workers involved and enjoins him from further sexual or religious workplace discrimination.

“The misconduct here was shameful, combining sex, forced Scientology and putting people’s jobs on the line, and it was especially shameful because the person doing it was a medical professional who occupied a position of trust in his community,” said EEOC regional attorney John Hendrickson.

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