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Alaska Air Transit Company Training

Please guide yourself through the presentation and answer the questions. Once all questions have been answered, you will get a “good job!” slide. This final slide should be printed, signed, and given to the Station Manager.

Feel free to also forward any questions to me. Thank you! - Colette

Introduction

Two of Alaska Air Transit's six core values are "Respect and Caring", and "Integrity."

See Employee Handbook page 7 and 39

We emphasize mutual respect in all dealings with employees and customers. This short training is intented to ensure all employees understand their legal rights relating to a fair workplace, their responsibilities in professional conduct, AAT company policy, and ways for them to handle discriminatory or harmful interactions in the workplace. Ultimately, we want to avoid hurtful situations while also encouraging employees to stand up for themselves and ask for help in any and all situations.

Objectives

01

US Equal Employment Opportunity Commission - Employee Rights and Responsibilites

02

AAT Company Policies - Professional Attitude and Behavior

03

Employee Next Steps - Communication and Reporting

Unit 1: US Equal Employment Opportunity Commission - Employee Rights and Responsibilites

Unit 1: Equal Employment Opportunity

The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy and related conditions, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered. The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

AAT commits to follow EEOC regulations in all of our work processes

AAT expects managers and employees to apply the equal standards across everyday work situations

Unit 1: Employee Rights

Discrimination

Reporting

You have a right as an employee to report discrimination, participate in a discrimination investigation or lawsuit, or oppose discrimination (for example, threaten to file a discrimination complaint), without being retaliated against (punished) for doing so.

You have a right as an employee not to be harassed or discriminated against (treated less favorably) because of race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, disability, age (40 or older) or genetic information (including family medical history).

AAT expands on many of the legal rights in Company Policy. See Unit 2

Question

Unit 2: AAT Company Policies - Professional Attitude and Behavior

Unit 2: AAT's Written Policy

AAT will not tolerate discrimination against any employee or customer for reasons of age, color, gender, disability, height, marital status, national origin, political affiliations, race, religion, sexual orientation, veteran status, or weight. Employees are expected to use good judgement when it is possible that someone could feel discriminated against or be otherwise made to feel uncomfortable

Alaska Air Transit Employee Handbook page 18

Unit 2: AAT's Written Policy

Alaska Air Transit has a diverse customer and employee base. Therefore, beyond enforcing legal non-descrimination requirements, AAT will not tolerate any form of discrimination, bullying, or harrassment.

Remember: It is not up to the "harasser" to determine whether they have harassed someone. Unwanted, disrespectful, hurtful, or uncomfortable treatment is determined to be so by the receiver.

AAT recommends treating all employees and customers with professional respect. If it is not something you feel comfortable saying/doing in front of many people or your managers, it likely is not appropriate for the workplace.

What does AAT recommend if there are differing opinions on what is and is not "harassment"?

Unit 2

Examples of Inappropriate Behavior

Unwarranted physical contact or threatening gestures Making repeated negative comments about a person’s appearance, lifestyle, family, or culture Regularly inappropriately teasing or making someone the brunt of pranks or practical jokes Purposefully inappropriately excluding, isolating, or marginalizing a person from normal work activities Giving feedback in an insincere or disrespectful manner

Click to see more examples and FAQs on the EEOC Website

Unit 2

AAT Treatment of Discrimination, Harassment, or Bullying

3.

All violations of AAT written policy result in the application of our Progressive Discipline or Progressive Resolution procedure

Continual or Repeated disregard for company policy may ultimately result in involuntary termination

2.

Further violations result in discipline, such as written warnings or suspension

1.

Confirmed or alleged violation of AAT's policy will begin with documented counseling or coaching

Unit 2

An Example

AAT Manager receives a report from an employee who states the following: "I heard someone tell their teammate that their work is poor, and that no one wants them to work here any more."

AAT manager would meet with the employee to inform them that they may be using bullying language and it is not tolerated in the workplace.The manager would document the report and the counseling meeting with the employee.

1.

If the manager received another report about the same employee, they would conduct a short investigation into the overall conduct of the employee

2.

The manager would provide a written warning to the employee.

The manager may decide to suspend the employee based on their conduct.

3.

If the conduct continued,

AAT Management may decide to to terminate the employee

Question

Unit 3: Employee Next Steps - Communication and Reporting

Unit 3: Employee Next Steps

70%

AAT's desire is to avoid and prevent harassment, discrimination, and bullying in the workplace. Equally important to us is the ability for employees to speak up when they witness or experience anything that does not feel right to them. Being accessible to our employees is a key value of AAT Management. An AAT manager is always available to listen to your concerns.

30%

A survey of over 1,000 people showed that 30% believed their workplace did NOT want them to report harassment behavior!

Unit 3: Employee Next Steps

To maintain an accepting and respectful work environment, all employees and managers must understand the different ways to handle uncomfortable situations.

The Incident

We cannot emphasize enough that it is up to the employee to define what is hurtful or uncomfortable to them. It is up to AAT to do what we can to maintain a culture that is respectful to all employees.

Unit 3: Employee Next Steps

Reporting

Addressing

Another method is to address these uncomfortable situations directly with the people involved. Simply asking your teammate to not treat you in a certain way, or letting them know that they are making you uncomfortable is sometimes an effective way to prevent further incidents.

If you experience harassment, bullying, discrimination, or any sort of hurtful behavior, it is always appropriate to report that to any supervisor or manager. Whether you witness, overhear, or experience an incident, informing a manager is always a good idea.

If you try to addressing an incident directly with the employees involved, and the behavior towards you or your coworker continues regardless, then you should immediately notify an AAT manager.

Unit 3: Employee Next Steps

Why Report?

By notifying a manager of any unprofessional conduct, you help AAT cultivate and maintain a positive workplace

• Simply meet with, text, or email an AAT manager and let them know about what you saw, experienced, or heard.
• AAT's first step is to investigate any claims of misconduct
• On first time occassions, AAT will simply meet with the employees involved and address the issue. Our goal is for everyone to treat each other with respect. First time incidents do not result in "disciplinary" action, so fear of "snitching" should not be a concern.
• Further instances may result in disciplinary actions against employees, however, by reporting things after the first instance, managers can often prevent further misconduct.

Quiz

Submit the completion page to the Station Manager

Quiz 1/5

Once answered, it will automatically bring you to the next question

Quiz 2/5

Once answered, it will automatically bring you to the next question

Quiz 3/5

Once answered, it will automatically bring you to the next question

Quiz 4/5

Once answered, it will automatically bring you to the next question

Quiz 5/5

It will only be addressed if it is an ongoing issue with an employee

What is our overall policy on unprofessional, unethical, or discriminatory behavior?

Management is not concerned with interpersonal conflict

It is not tolerated and will be addressed immediately with those involved

Quiz

Good work!

Please print this page, sign on it, and give to the Station Manager

Quiz

Wrong!

Please try again

Thanks

Please sign and submit your "Good Work!" Page to the Station Manager