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ETSU Harassment/Mistreatment Online Training First complete the online training required of everyone at East Tennessee State University (ETSU) 1 st year.

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Presentation on theme: "ETSU Harassment/Mistreatment Online Training First complete the online training required of everyone at East Tennessee State University (ETSU) 1 st year."— Presentation transcript:


2 ETSU Harassment/Mistreatment Online Training First complete the online training required of everyone at East Tennessee State University (ETSU) 1 st year Med Students will take the “first time user” version (you will do a “refresher” version as you begin your clinical clerkships) After you complete this training, continue with this PowerPoint presentation with additional information related to harassment and medical student mistreatment specific to Quillen College of Medicine

3 ETSU Harassment/Mistreatment Online Training – Instructions: Preventing Sexual Harassment: Click on "First Time User" and take the "Student" version. In order to have your training logged appropriately, at the end of the Mastery Test, choose "Health Affairs" for Division and "Medicine, Quillen College of" for Department. You do not need to send your certificate of completion to anyone, but you should make a copy for your own personal files of this and any other training you complete throughout your professional career. The company that runs this program for ETSU will notify the Office of Equity and Diversity of your successful completion.

4 Have you completed the ETSU training? This module builds on the main ETSU training. If you have not yet completed the ETSU training (link in previous slide), please do so before continuing with this powerpoint.

5 Subtitle from a Resident Physician for the QCOM-specific training:: “This is NOT Grey’s Anatomy!”

6 Remember… The keyword in mistreatment and harassment is “Unwelcome”

7 Review: Harassment Policies and Federal Law Prohibit discrimination on the basis of race, color, religion, sex, or national origin ETSU also prohibits discrimination on the basis of sexual orientation Sexual harassment is a special form of sex discrimination which also violates our medical student mistreatment policy

8 Review: Sexual Harassment Legal Definition Unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of a sexual nature constitute sexual harassment when: - It is a condition of academic standing (explicit or implicit) - Academic decisions are based on submission to or rejection of the conduct - It unreasonably interferes with your academic performance or creates an intimidating hostile, or offensive academic environment

9 Review: Equal Employment Opportunities Commission (EEOC) “Victim” and “Harasser” - Both may be either a man or a woman - Both may be of the same sex - “Victim” may be anyone affected, not just the “target” - The “harasser” may be the “victim’s” supervisor, a co-worker, a resident, a fellow student, or an agent of the employer (clinical instructor, etc.)

10 Review: Two Forms of Sexual Harassment Quid Pro Quo: power relationship; demands in exchange for employment or academic benefits; easily identified Hostile Environment: harasser as a “polluter,” atmosphere that interferes with ability to work or learn; abusive, offensive or hostile behavior; must be “unwelcome” and based on sex or gender; behavior must be repeated

11 Consensual Relationships A particularly important issue at the College of Medicine! Does the law recognize them? NO! So there are a number of potential liabilities: If supervisor wants to sever relationship and the supervisee does not – the supervisee could claim sexual harassment because he or she felt “forced” into a relationship If supervisee wants to sever relationship and supervisor does not, supervisor could hold the threat of poor grade or evaluation over the supervisee. Good evaluations critical in getting good residency programs, fellowships, practice settings

12 Consensual Relationships, cont’d. Third party complaints of “hostile environment” If there is a consensual relationship that continues to work well for the two romantically involved, what’s wrong with that? Others may feel they are being left out of training, research, and other opportunities because of the relationship, and may file a complaint of “hostile environment” sexual harassment. All students should be taught and treated equally at the college of medicine!

13 Consensual Relationships, cont’d. What does this mean to me? Less of an issue in the M1 and M2 years (still may occur) Medical training involves a number of intelligent, highly- trained individuals who work closely together in intense settings. Good opportunities to learn about the character of those you meet. Good relationships may develop from this environment. HOWEVER, please avoid developing a romantic relationship with anyone who supervises you. This is for your benefit as well as the benefit of any supervisor you might consider becoming involved with.

14 Consensual Relationships, cont’d. More of an issue in M3 & M4 clinical years when you are taught more by adjunct faculty who have not been through ETSU training, and resident physicians who are inexperienced and do not yet understand the potential consequences to their careers. If you find yourself becoming romantically involved (or wishing to) with someone who supervises you, please let me or someone in Academic Affairs know so we can work on moving one or the other so you are no longer supervised by this individual!

15 Special Issues for Residents* *Most complaints from medical students are about mistreatment/ harassment by residents. This is part of what I tell them: Medical Students – Best not talk about personal issues, yours or theirs; don’t ask for a date; don’t call at home (except for medical emergency related to the service) Patients – Unethical to date a patient; best not to become involved with family members Staff – More complex – Though not strictly unethical, best not to be involved with someone you work with directly - Please review the additional information on handout that goes with this PowerPoint -

16 How to Avoid Accusations of Harassment This is what we tell those who supervise you, and what you should keep in mind for the near future, when you will be senior students supervising M1’s, M2’s and M3’s! Always behave in a professional manner in the professional setting Most people are not interested in legal action or even in filing a formal complaint Most people simply want the offensive behavior to stop!

17 James H. Quillen College of Medicine East Tennessee State University Review

18 Mistreatment Prevention Three Main Components College of Medicine standards of behavior and definition of mistreatment Plan for ongoing education Description of the process for responding to allegations of mistreatment

19 Mistreatment Prevention Definition Improper use or handling of an individual(s) which may: - cause the subject to become more cynical about the medical profession - interfere with the learning process - cause talented individuals to leave medical training - promote an atmosphere in which abuse is accepted and perpetuated in medical training

20 Mistreatment Prevention Some Examples of Mistreatment Public belittling or humiliation: This does not refer to when someone asks you a question, you can’t remember and you feel humiliated. This refers to someone saying something like, “you are the dumbest student who ever went to QCOM,” where they intend to belittle you. Threats of physical harm; disregard for student safety: Any threats of physical harm, including blocking your path of exit from a room, or disregarding your safety in the clinical setting – ex. Telling you not to bother with protective clothing upon entering a posted room of a patient with an infectious disease.

21 Mistreatment Prevention Examples of Mistreatment, cont’d Requiring performance of personal services for grades/evaluation: You should receive grades, evaluations or other assignments based upon your academic performance, not based on anything outside the educational setting. Ex., A resident tells his group of students they can’t go home until someone agrees to go feed his dogs and take them for a walk. If you happen to know this resident has dogs who need to be fed and walked and you choose to volunteer of your own free will, that is fine – it is your choice; however, he/she cannot base any aspect of your training, including when you can go home, on whether you do this or not! Threatening a lower grade or evaluation for reasons other than course/clinical performance: Self-explanatory

22 Mistreatment Prevention Examples of Mistreatment, cont’d. Discrimination on the basis of race, gender (includes sexual harassment), sexual orientation, religion, ethnic background, age, or physical disability: Considered Medical Student Mistreatment, although handled under ETSU discrimination policies Intentional neglect or lack of communication: There are going to be folks you get along with better than others, but they are hired or assigned to teach you equally. If you feel your questions are ignored, or other students are getting more assistance or more procedures (on a clinical service) than you are, this may be an issue.

23 Mistreatment Prevention Examples of Mistreatment, cont’d Taking credit for another individual’s work: Usually with reference to research, and also more likely in the M3 & M4 year, but some students do research between their M1 & M2 years. If you work on a project and contribute significantly to a publication (either in lab research, literature research or writing), the final version may not be completed until after you have left that service or rotation, but your name should appear on the final publication to acknowledge your work. Any other behavior contrary to the spirit of learning and/or which violates the trust between the teacher and learner: You are all very intelligent or you would not be here! Trust your instincts. If something does not seem right, check it out with the Grievance Officer or another trusted individual in the QCOM administration.

24 Mistreatment Prevention Process for Responding to Allegations Informal resolution by parties involved Mediation role of Grievance Officer Conflict Resolution Council Working Subcouncil

25 Mistreatment Prevention Protections Retaliation: Regarded as a form of mistreatment and not tolerated Malicious accusations: Disciplinary action will be taken for any student making intentionally dishonest allegations Professional reputations: Reasonable steps taken to restore any professional reputation tarnished through any aspect of this process

26 Complete Policies The complete ETSU Harassment Policies, Quillen College of Medicine Sexual Harassment Policy and Medical Student Mistreatment Policy are all available online for your review: ts/Student_Handbook_2010-2011.pdf - pp. 41-46 ts/Student_Handbook_2010-2011.pdf ETSU Affirmative Action Complaints:

27 How to get help: Contact person for the College of Medicine: Dr. Theresa Lura, Asst. Dean of Women in Medicine: 439-8849 Affirmative Action Officer for ETSU: Ms. Mary Jordan, 439-4211; VP for Health Affairs: 439-4811 ETSU VP for Student Affairs: 439-4210; Dean of the Graduate School: 439-4221; University Counsel: Atty. Ed Kelly 439-8550

28 The Reality: Mistreatment and Harassment are highly unlikely to happen to you at Quillen College of Medicine… …But a few incidents occur every year, and you know who to call if it does CONGRATULATIONS – and Welcome to Medical School!

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