Presentation on theme: "School of Law, School of Social Work & Greater Hartford Faculty & Staff Friday, March 5, 2010."— Presentation transcript:
School of Law, School of Social Work & Greater Hartford Faculty & Staff Friday, March 5, 2010
Welcoming Remarks Purpose & Guidelines Policies, Procedures & Resources Panel Q & A Session Small Group Discussions Wrap-up & Next Steps Moderator: Lt. Col. Christine Harvey
Actively participate Speak for yourself Respect each other- person & perspective Actively listen Agree to disagree respectfully Seek solutions which benefit the greater good for all of our community
Jeremy Paul, Dean, School of Law Salome Raheim, Dean, School of Social Work David Williams, Director, Greater Hartford
Kathleen Holgerson, Director, Women’s Center Carol Millette, AFSCME
Dana McGee, Associate Vice President, Office of Diversity & Equity Donna Munroe, Vice President, Human Resources & Payroll Services Rachel Rubin, Director of Compliance, Office of Audit, Compliance & Ethics Kathleen Holgerson, Director, Women’s Center Carol Millette, Representative, AFSCME Officer Thomas Ryba, UConn Police
Retaliation against an employee after he or she has complained about discriminatory harassment, or participated in an investigation of discriminatory harassment, is illegal and violates University policies prohibiting retaliation against parties and witnesses. Retaliatory actions include any conduct that could be construed (by a reasonable person) as designed to discourage people from pursuing discrimination complaints or participating in discrimination complaint investigations. Example: Distributing information or gossiping about a discrimination complaint investigation for the purposes of embarrassing or intimidating the Accuser or the Accused.
If there is evidence of retaliation, you may be subject to discipline, up to and including dismissal, and increased exposure to personal and institutional liability. The punishment for retaliation can be more severe than the punishment for the original act of discrimination. Even if the alleged act of discrimination cannot be substantiated by the investigation, you may still be held accountable for retaliating against a complainant.
Authority figures who engage in unwelcome behavior towards subordinates risk career damage and financial loss Supervisors or faculty who engage in consensual romantic relationships with subordinates or students invite substantial personal risk, career damage and financial loss After consulting with Human Resources, the Attorney General’s Office may refuse to defend employees who act outside the scope of their authority (willful, wanton, reckless behavior)
Under Connecticut law, employees in positions of authority are obligated to take discriminatory harassment/discrimination complaints seriously, respond promptly to employees requesting help, and avoid conduct that discourages alleged victims from seeking help. Employees in positions of authority who receive actual or apparent notice of discriminatory harassment have a DUTY TO REPORT the behavior.
◦ Can do… Assist employees with figuring out what to do about a concern. Investigate claims that involve allegations of violations of the State Ethics Code, Privacy laws or other relevant areas. Refer investigations to other departments. Make recommendations to the President and management for remediation and action. ◦ Can not do... Take direct action against an employee. Cannot investigate claims or refer claims that do not concern policy violations.
Provide details (names, dates, etc.). Be as specific as possible. Remember to check back if using the anonymous REPORTLINE. Retaliation is prohibited and should be reported immediately. OACE cannot investigate a concern without detailed, clear and exact information from the reporter.
Established in 1972 Grew out of the activism of students, staff, and faculty Provided education and resources, and served as a gathering place
Issues included: ◦ discriminatory hiring practices towards women and minorities; ◦ equal access to athletic facilities and funds for athletic programs; ◦ non-sexist treatment from faculty and health center personnel; ◦ the establishment of a Women’s Studies program; ◦ equal hiring and promotion opportunities; ◦ space for child care facilities; and ◦ permanent and adequate facilities for the Women’s Center.
The Women’s Center is one of the five cultural centers on campus. H. Fred Simons African American Cultural Center Asian American Cultural Center Puerto Rican/Latin American Cultural Center Rainbow Center
The cultural centers provide advocacy and support to those seeking assistance with issues of harassment and discrimination based on gender, sexual orientation, and/or race/ ethnicity. Advocacy and support can take the form of providing an overview of the options and resources available, short-term crisis intervention, and/or providing general assistance. Asian American Cultural Center – 486-0830 Serves as an informational resource center regarding the Asian American experience and to create an appreciation and understanding of the diverse Asian cultures represented within the community. The Center serves as a cultural liaison to the University community. www.asacc.uconn.edu African American Cultural Center – 486-3433 Promotes cultural preservation, quality leadership, and academic excellence through a unique approach to cultural advocacy, academic support, and community outreach. www.aacc.uconn.edu Puerto Rican Latin American Cultural Center – 486-1135 The Center’s mission is to improve the general welfare of Latinos and to promote awareness, understanding, and appreciation of the richness and diversity of Latin American cultures. Offers educational, cultural, and social programs, which enhance student, faculty, and staff recruitment and retention as well as the multicultural climate of our community. www.latino.uconn.edu Rainbow Center – 486-5821 The mission of the Center is to serve the diversity of the Gay, Lesbian, Bisexual, Transgender, Queer, Questioning, and Allied community and to provide resources and services to the wider community of students, faculty, staff, and local residents. To ensure that everyone has the opportunity to learn, work, and grow in a supportive and safe environment. To act as an accessible and safe space for reporting incidents of harassment and discrimination. To reduce the effects of alienation experienced by community members by diminishing negative behaviors and or attitudes towards the GLBTQ community through the use of education and advocacy. www.rainbowcenter.uconn.edu
Because the Women’s Center recognizes that women are not a monolithic group, integrating an analysis of power and privilege, especially as it relates to White privilege, also remains an ongoing emphasis of our work across the core components.
The mission of the Center is to: Advocate, educate, and provide support services for the achievement of women's equity at the University and within the community at large. Special attention is focused on women who face additional challenges due to their race, nationality, class, sexual identity, religion, age, and physical or mental ability.
The major activities of the Women’s Center are concentrated in three core, yet interconnected, areas: Education (programs focused on raising awareness on issues related to gender) Advocacy (individual and institutional) Support services (information, referral, and crisis intervention)
Addressing violence against women, primarily through our Violence Against Women Prevention Program is a consistent area of focus that runs across these three core areas.
A MORE CIVIL WORKPLACE WOMEN’S CENTER CEUI HUMAN RESOURCES Office of Diversity & Equity AUDIT, COMPLIANCE, & ETHICS UCPEA UCONN POLICE INTERESTED PARTIES WILLING TO WORK AFSCME AAUP
Union steward for AFSCME (Clerical Union) for over 20 years. Advocate for employees around contract issues & other non-contract issues –dealing with a hostile environment, lack of respect, & overall incivility in the workplace My work began when hearing about uncivil behavior & lack of respect through; ◦ One-on-one work with members ◦ Support Staff Brown Bag lunch series FA 05-FA 07 ◦ Women’s Advance Conference May 2005 ◦ Conversations with other union reps across campus
Other Union representatives have asked me to speak on their behalf: ◦ CEUI-Leslie Maddocks & Nicole Dore ◦ UCPEA-Annie Noonan ◦ AAUP-Leslie Gemme Union representatives advocate for employees around contract issues, as well as things not covered in the contract, such as dealing with a hostile work environment, lack of respect, and overall incivility in the workplace. We have all worked closely & collaboratively with a focus on keeping these issues visible Union representatives are here to ensure that members’ voices are heard & issues are addressed. We are here to provide support through what is being experienced, at whatever level it is taken to. We are just one avenue among many that can provide advocacy & support.
A person who: o (1) damages tangible property of another or state property; or o (2)tampers with tangible property of another or state property and thereby causes such property to be placed in danger of damage. o e.g. Keyed car, slashed tires, computer tampering
A person who: ◦ (1) by telephone uses indecent or obscene language; or ◦ (2) with intent to harass, annoy, or alarm communicates with a person by mail, computer network, or any written communication, in a manner likely to cause annoyance or alarm; or ◦ (3) with intent to harass, annoy, or alarm makes a telephone call, whether or not a conversation ensues, in a manner likely to cause annoyance or alarm.
A person who: ◦ (1) by physical threat intentionally places or attempts to place another person in fear of imminent serious physical injury; or ◦ (2) such person threatens to commit any crime of violence with the intent to terrorize another person. ◦ e.g. “I am going to blow this building up”
Disorderly Conduct : Intent to cause inconvenience, annoyance, or alarm: ◦ (1) by fighting, violent or threatening behavior; or ◦ (2) by offensive or disorderly conduct, annoys or interferes with another person; or ◦ (3) makes unreasonable noise. e.g. Swearing, yelling, throwing objects Assault 3 rd : Intent to cause physical injury to another person and causes such injury. e.g. Choking, punching, kicking
MSgt. Hector Gonzalez; Hartford UConn Police ◦ Telephone (860) 570-5173 for routine calls For emergencies ◦ Dial 911 (8911 from a university phone) ◦ Upon receiving a 911 call, the Hartford Police will respond and/or contact the UConn Police “Code blue” phones
MSgt. Hector Gonzalez; Hartford UConn Police ◦ Telephone (860) 570-5173 for routine calls For emergencies ◦ Dial 911 (8911 from a university phone) ◦ Upon receiving a 911 call, the West Hartford Police will respond and/or contact the UConn Police “Code blue” phones
MSgt. Daniel Cruz; Waterbury UConn Police ◦ Telephone (203) 236-9950 for routine calls For emergencies: ◦ Dial 911 (8911 from a university phone) ◦ Upon receiving a 911 call, the Waterbury Police will respond and/or contact the UConn Police “Code blue” phones: ◦ Each level of the building in the stairwells ◦ Each level of the parking garage
MSgt. Daniel Cruz; Waterbury - UConn Police ◦ Telephone (203) 236-9950 for routine calls ◦ Patrolled by police officers from the Waterbury branch For emergencies : ◦ Dial 911 (8911 from a university phone) ◦ Upon receiving a 911 call, the Torrington Police will respond and/or contact State Police.
Please share with us what has been happening in your work area. What types of behaviors are exhibited? Civil? Uncivil? When uncivil behavior is exhibited in your workplace, how is it handled? What does the University need to do to ensure civility in the workplace?