SPEEA is committed to maintaining a work environment free from unlawful sexual harassment and inappropriate behavior.
SPEEA Code of Conduct
SPEEA wants to raise awareness about sexual harassment in the workplace and encourage reporting if you witness or experience inappropriate behavior.
Accusations of sexual harassment are serious. Even if the intent was harmless, be aware of how words and actions may be perceived. Seemingly innocent intentions can be construed as highly offensive.
- Pay attention to how others respond to what you do and say
- Don’t assume people enjoy comments about their appearance
- Don’t assume sexually oriented jokes or comments are funny to others
- Don’t assume being touched, stared at or propositioned is welcome
The Equal Employment Opportunity Commission (EEOC) defines sexual harassment as follows:
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of sexual nature constitutes sexual harassment when submission to or rejection of 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.
Examples of conduct that may constitute sexual harassment include, but are not limited to:
- Sexual advances, whether or not they involve physical touching
- Request for sexual favors in exchange for actual or promised job benefits
- Lewd or sexually suggestive comments, jokes, innuendoes, or gestures
- Unwelcome and repeated requests for dates
- Displaying sexually suggestive objects, pictures, magazines, or cartoons
- Commenting about or inappropriately touching an individual’s body
- “Accidentally” brushing up against someone
- Intentional invasion of personal space
- Inquiries or discussion about sexual experiences or activities, or other written or oral references to sexual conduct
- Unwelcome gifts
SPEEA encourages reporting even if you do not believe the incident fits into any of the above categories.
Sexual Harassment Law: A Guide for Employees in Washington State (Attorney General’s office)
In the member’s workplace – review the appropriate company policy:
- Boeing - PRO 4332 - Workplace and Sexual Harassment
- PRO-3822 Discrimination, Harassment and Respect at Work
- POL-1241 Discrimination and Harassment
- POL-1076 Ethical Business Conduct Requirements
- Triumph – 201:1A Harassment
Optional: Contact your Contract Administrator or email firstname.lastname@example.org.
At a SPEEA union hall, SPEEA event or union travel
- SPEEA member - contact your Contract Administrator or email email@example.com.
- SPEEA staff - Policy & Complaint Procedure
- SPEEA members - Contact your SPEEA Contract Administrator
- SPEEA staff - Contact your SPEEA staff bargaining unit shop steward