page 5 “Sexual Shakedown" is the first in-depth survey of the problem of sexual harassment on the job. It exposes the control of women by men through non-reciprocal sexual aggression clearly and unmistakably. Cited are statistics from various sources indicating the widespread incidence of sexual harassment. For instance, a 1976 survey by Redbook magazine reported that 88 percent of the 9000 respondants indicated experiencing some form of sexual harassment. Even taking into consideration that the results were from a self-selected rather than a random population, a problem of enormous proportion is indicated. With this widespread incidence it is remarkable that sexual harassment as an issue has remained underground for so long. Ms. Farley states that the belief that the woman has somehow asked for it, the cover-up to protect corporate images and reputations of valuable management p’ersonel, the difficulty of documentation and most importantly the threat of retaliation through job loss, poor performance evaluation, etc. have all worked to keep women silent. The ‘beauty scene’ in hiring policies, the 'casting couch’ approach in the acting profession, and the Washington sex scandals are blatant examples of sexual harassment. The first panelist, Dan Sawyer, Director of the Bureau of Affirmative Action, stated that the goal of his organization is to identify the root causes that contribute to the failure of Affirmative Action programs. Moreover, it is in the purview pf his organization to implement procedures to alleviate and eliminate the root causes. According to Mr. Sawyer, one of the causes in cases of sexual harassment is the basic assumptions by which people in power live. The implicit value of domination of subordinates and the expectation of deferential behavior from them must be discredited. Fie recommends a strong system of performance related evaluation processes which will begin to erode chances for sexual harassment. Mary Gaul, buisness agent for the Pa. Social Services Union, also stressed that sexual harassment was a power game and not a sexual game. She said that sexual harassment was a legitimate concern of the labor movement in that sexual harassment effected the health and safety of employees. According to Ms. Gaul, policy statements prohibiting sexual harassment were not enough and that internal grievance procedures which also insure against retaliation to persons utilizing the procedures, must be instituted. Union agreements with a binding grievance arbitration clause is one of the best ways to institute grievance procedures. She stressed that management has the responsibility to protect all employees even lower eschelon employees. Andrea Bromberg, working in the area of training women for management, stated that in handling sexual harassment it was necessary to assert oneself early before the process gets out of hand. The first step is to speak to the harasser firmly and pointedly, making sure that non-verbal cues match verbal cues. If that doesn’t work, take the problem higher up. She emphasized the need of documentation and recommended keeping a record of incidents -- dates, what was said or done, and the names of any witnesses. She also emphasized the need to keep emotionalism to a minimum and to stick with the facts. She advises her students to dress appropriately for a work environment -- no revealing or suggestive clothing, to act in a professional manner at all times and to keep personal problems at home. This she feels will add to ones credibility if a complaint of sexual harassment has to be filed. Ms. Bromberg also felt that the managerial woman can and should remain feminine, that there are positive aspects of being feminine. Dr. Lee Barker, Minister of the Unitarian Church of Harrisburg, addressed the issue of stress involved in instances of sexual harassment. Since sexual activity is discouraged in most traditional religions, having to deal with sexual harassment for a promotion, a raise, a job or for a good grade is a tremendously stressful situation. Dr. Barker emphasized the need for women to recognize the stress factor before lasting psychological and physical symptoms result. He listed some methods of stress control popular today including jogging, Transcendental Meditation, Yoga, relaxation techniques, biofeedback and acupunture. 101 South Union Street 944-7486 Hours: Monday thru Saturday 7 a.m. to 9 p.m. Friday 7 a.m. to 10 p.m. it’s against the law yoalfind what you're looking for at Fox's Fox’s Market The last two speakers gave specific information on how to take legal action in cases of sexual harassment. Thelma Johnson, regional director of the Pa. Human Relations Commission told people wanting to file a complaint to call 783-8494 and ask for intake. She said to be prepared for an initial interview of 2 to 3 hours. The person against whom the complaint was filed would be notified within 5 days. Within thirty days a fact finding meeting would take place. Ms. Johnson emphasized the need for witnesses and written documentation, she mentioned that sending memos to the harasser describing the incident and the date, has been used as a method of obtaining documentation. Any answer received is further documentation. Ms. Johnson also stated that retaliation for filing a complaint taken against the employee by the harasser is prohibited. In this case, refiling with a complaint of retaliation is advised. Ms. Johnson also emphasized the stress factor and advised that anyone filing a complaint of sexual harassment have at least one good friend to turn to, someone who will listen , someone who will console. According to Peggy Raynock, Intake Supervisor of the Pa. Human Relations Commission, legal precedence for cases of sexual harassment are based on the Pa. Human Relations Act of 1955,section s(a). One must file a complaint within 90 days. When filing with the Pa. HRC, a file is automatically set up with the Equal Employment Opportunity Commission (EEOC) to protect federal rights. The EEOC will then review the case and concur with or reject the decision. Both agencies do not investigate. The EEOC uses the Civil Rights Act of 1964, title VII, as the basis for their action. One can file with the EEOC up to 180 days after the incident. The nearest EEOC office is located in Philadelphia. Redress against sexual harassment in educational institutions can find legal precedent in state education acts, Title IX of the Civil Rights Act and private suits. Newsweek (April 30, 1979) reports a case of a former female Yale student suing Yale and a former professor for sexual harassment. Ellen Yacknin, attorney, gave a brief history of law emphasizing that law did not develop with the idea of the protection of women’s rights. Indeed, an almost anti-woman mindset prevails in law of today making decisions in favor of women’s rights very difficult. Ms. Yacknin outlined four major areas where redress and compensation for sexual harassment can be obtained. The first, as previously stated, is Title VII and various state acts. The second area is that of unemployment compensation. Until recently, a person leaving employment because of sexual harassment was denied unemployment benefits. There is a clause in most unemployment laws that state that a person must leave employ for good cause.’ It is this term, good cause that leaves an opening for compensation in cases of sexual harassment. New York and Wisconsin have already adopted sexual harassment as good cause. This is a double edged tool in that employers must contribute to unemployment compensation payments and that the impact of economic loss to the sexually harassed victim because of leaving a job is lessened, although by no means erased. A third area Ms. Yacknin suggests compensation may be obtained is the area of state worker compensation law. She admits that no cases have as yet received compensation under Worker Compensation Law, but she feels that it is a good area to pursue, expecially in ngni of the recent emphasis on stress by the health care profession. The fourth area is in the realm of private civil suits. These can fall under the umbrella of breach of contract or damages, both actual anc punitive. In some cases large amounts have been awarded. The forum closed with a brief question and answer period due to time limitations. A sense of satisfaction and accomplishment exuded from al experiencing the forum and it was almost palpable. Dr. Odom can be assured that the impact of this program will be multiplied. In the May 30 issue, the C.C. Reader, in conjunction with the Harrisburg Women's Center, will provide a questionnaire on sexual harassment aimed at the campus community. 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