What the Union Can Do
There are a number of measures that local unions can take to combat sexual harassment. The goal is to make union members sensitive to the problem and to create a climate to discourage sexual harassment and, if it occurs, a climate where victims will feel comfortable turning to the union for assistance.
- Establish an anti-sexual harassment policy through local or council resolutions.
- Educate the membership about the issue. This can include speakers, workshops and distribution of literature.
- Include training on handling sexual harassment grievances as part of your steward training program. If the employers provide training for supervisors, get union stewards and officers included.
- Determine the extent of the problem in the workplace. A survey of the membership may be useful.
- Negotiate anti-sexual harassment language in your collective bargaining agreement and a procedure to deal with violations.
- Work with employers to conduct jointly sponsored training programs,
- When sexual harassment does occur, act effectively to protect the members. Offer support, investigate and file appropriate grievances or complaints.
- Be sure that the employer has an anti-sexual harassment policy that is prominently posted or otherwise effectively communicated to all employees. If the employer has no formal policy, bring up the issue in labor/management meetings and help them develop one. Make sure that policies include a "bypass" procedure which allows initial complaints to be filed with someone other than an immediate supervisor, who may be the harasser.
The sexual harassment resolution from the 1992 AFSCME convention, a sample membership survey, sample contract language and a sample employer policy are included in the appendix.