Educate Employees
1. Inform Employees
Inform employees about new or existing sex trafficking policies and practices through notice(s) sent via email, notice posted on website, verbal notice, employee handbook, staff meetings, annual compliance training, or other means.
Please track and report the approximate number of employees informed by your organization.
Inform employees about new or existing sex trafficking policies and practices through notice(s) sent via email, notice posted on website, verbal notice, employee handbook, staff meetings, annual compliance training, or other means.
Please track and report the approximate number of employees informed by your organization.
Example of Notice from U.S. Attorney General to DOJ employees
FROM: Eric H. Holder, Jr. Attorney General
SUBJECT: Prohibition on the Solicitation of Prostitution
The Department of Justice is measured by the conduct of those who work on its behalf. The solicitation of prostitution threatens the core mission of the Department, not simply because it invites extortion, blackmail, and leaks of sensitive or classified information, but also because it undermines the Department's efforts to eradicate the scourge of human trafficking. Regardless of whether prostitution is legal or tolerated in a particular jurisdiction, soliciting prostitutes creates a greater demand for human trafficking victims and a consequent increase in the number of minor and adult persons trafficked into commercial sex slavery.
For these reasons, I want to reiterate to all Department personnel, including attorneys and law enforcement officers, that they are prohibited from soliciting, procuring, or accepting commercial sex. This rule applies at all times during an individual's employment, including while off duty or on personal leave, and applies regardless of whether the activity is legal or tolerated in a particular jurisdiction , foreign or domestic.
Department employees who violate these prohibitions will be subject to suspension or termination. Supervisors and managers are subject to discipline for failing to report suspected violations. Suspected violations by Department employees must be immediately reported to the internal affairs personnel of the relevant component's headquarters (or, for those without an internal affairs department, an equivalent entity). Allegations determined to be non-frivolous also must be reported to the component's security personnel. The Department also expects adherence to these standards by its contractors and sub-contractors, grant recipients and sub grant recipients, and cooperative agreement holders, who are subject to all remedies available by statute and regulation when such standards are not met.
Example of Notice from King County Executive to County Employees
Dear fellow King County employee,
We’re fortunate to have a talented workforce dedicated to making King County a more just, more equitable community – a place where people’s rights are protected and everyone has the opportunity to achieve his or her full potential in life.
As we showed when we helped nearly 200,000 residents sign up for affordable health insurance, we’re most effective at improving people’s lives when we work together as One King County to achieve a common goal.
Now, I want to apply that same collective approach to confront a destructive, often overlooked scourge in our region. Tomorrow, I will publicly announce that King County is a founding member of a national alliance of employers dedicated to ending sexual exploitation and trafficking of women and children.
The alliance is led by a Seattle-based nonprofit organization that provides resources to help public- and private-sector employers prevent their assets from being used by traffickers. Research shows that a peak time for people going online to solicit sex for hire is 2 p.m. – in the middle of the work day.
We will start by revising our policy to make it unequivocally clear that employees are prohibited from using county government resources, facilities, or time to solicit prostitution. While the existing policy covers all illegal activity, it is important that we raise awareness of the damaging effect exploitation and sex trafficking have on individual lives and families, and how it undermines our commitment to equity and social justice.
Most people assume that sex trafficking is largely confined to other countries. But it occurs in our region at a startling rate. Researchers at Arizona State University found that in a single 24-hour period, more than 8,800 people in the Seattle area went online to solicit sex for hire. An estimated 27,000 people solicit prostitution each day in King County. The victims are among our most vulnerable, many forced into prostitution between the ages of 13 and 15.
While preventing our resources from being used by traffickers is an important, necessary first step, I also want us to consider all the opportunities we have as public agents to help victims of sex trafficking, and help prevent these horrific crimes from occurring. We have more than 13,000 employees – most of whom work directly with the public – who can help identify victims and circumstances that contribute to sexual exploitation. I want each of us to know what we can do in our individual roles to contribute to this effort.
This fall, the Executive Office, the Prosecutor’s Office and the Sheriff’s Office will host a screening of “The Long Night,” an insightful documentary on the underlying causes and devastating impacts of sex trafficking in south King County. After the screening, we’ll have a discussion about what actions we can take across departments to combat this growing challenge. I will send you an invitation in the next few weeks.
To be clear, I have no knowledge of any county employee violating our employment policies in this way. However, given the vast numbers of daily solicitations, it is unlikely that any major employer is completely immune from this problem. My goal is to establish King County as a model for how employers can strengthen community efforts to end slavery and trafficking, and to encourage private-sector employers to help create a united front.
This is an opportunity for us to once again lead by example and bring us closer to our promise of a more just and equitable King County.
Sincerely,
Dow Constantine
King County Executive
2. Train Employees
Training needs for employees vary by industry and function. At minimum, employees need to receive training on sex trafficking and buying policies and the reason for these policies, i.e. the harm and risks posed by such activity. Such training can be incorporated into existing compliance training on sexual harassment or safety or into new hire training. Human resource employees may need additional training to address issues that arise.
For those organizations whose properties or services expose them to additional risks, relevant employees need training to identify, report, and prevent sex trafficking.
Please track and report the approximate number of employees trained by your organization.
Training needs for employees vary by industry and function. At minimum, employees need to receive training on sex trafficking and buying policies and the reason for these policies, i.e. the harm and risks posed by such activity. Such training can be incorporated into existing compliance training on sexual harassment or safety or into new hire training. Human resource employees may need additional training to address issues that arise.
For those organizations whose properties or services expose them to additional risks, relevant employees need training to identify, report, and prevent sex trafficking.
Please track and report the approximate number of employees trained by your organization.
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Sample Properties and Facilities
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Sample Services and Products
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3. Special Events or Meetings
Organizations may host special information sessions and events to help educate employees.
Please track and report the approximate number of employees trained by your organization.
Organizations may host special information sessions and events to help educate employees.
Please track and report the approximate number of employees trained by your organization.
4. Blocking Websites
Block access to websites where sexual services are sold and monitor if employee activity takes place on these sites.
SAMPLE SITES: Backpage, Craiglist, My Provider Guide, Adult Friend Finder, Find Hot Escorts, TNA Board, Hot Local Escorts, Naughty Reviews, Erotic Mugshots, Sexy Escorts USA, Call Me 2nite, The Erotic Review, Friend 4rent, Sex Finder, EroticMP, RubMaps.
Block access to websites where sexual services are sold and monitor if employee activity takes place on these sites.
SAMPLE SITES: Backpage, Craiglist, My Provider Guide, Adult Friend Finder, Find Hot Escorts, TNA Board, Hot Local Escorts, Naughty Reviews, Erotic Mugshots, Sexy Escorts USA, Call Me 2nite, The Erotic Review, Friend 4rent, Sex Finder, EroticMP, RubMaps.
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