Path: utzoo!utgpu!news-server.csri.toronto.edu!rpi!zaphod.mps.ohio-state.edu!swrinde!elroy.jpl.nasa.gov!aero-c!nadel
From: throop@cs.utexas.edu (David Throop)
Newsgroups: soc.feminism
Subject: Re: Dealing with harassment
Message-ID: <19845@cs.utexas.edu>
Date: 11 May 91 21:15:48 GMT
References: <9105012345.AA27996@polar.bowdoin.edu>
Sender: news@aero.org
Organization: Dept of Computer Sciences, UTexas, Austin
Lines: 34
Approved: nadel@aerospace.aero.org
Status: R
Originator: nadel@aerospace.aero.org




  There have been several suggestions about how to deal with a boss
who has become to personal and who ignores requests to desist.  Having
watched several friends go though this, I'd observe:
  
  No effective method is risk-free.  The worker has to judge for
herself whether she's dealing with a hardcore MCP or just a guy who
needs some gentle guidance; she also has to judge for herself whether
the company will back her up if it actually comes to a formal
complaint. 

 But there is one thing that one should *always* do, and that is to
create a documentation trail.  Keep a diary of offensive remarks, and
of your response to them.  Keep copies documentary evidence (like, if
the harrassment happened in a meeting, keep a copy of the memo that
announced the meeting.)  Even if you don't plan to take it to court,
just the fact that you have evidence which *would* stand up in court
can make a difference in how the thing is handled.

  I recently saw a case fall apart for lack of documentary evidence.
The boss had been pressuring the woman to go to bed with him for many
months.  She had originally told him "no" quite clearly, and he backed
off and was well behaved for a couple months.  Then when the
harrassment started again, she had no way of substantiating the
orignal, clearer harassment.  When she finally did make a complaint,
the only things she could solidly substantiate were either trivial or
could be explained away as innocent (she might have believed they were
innocent if it wasn't for the previous behavior.)

So keep records.   In your home, not your desk.

In passing, I'd note that this is good advice for handling *any*
grossly inappropriate behavior, not just sexual harassment.

David Throop