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Anti-Discrimination & Harassment Policy University of Louisiana at Monroe Anti-Discrimination & Harassment Policy.

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Presentation on theme: "Anti-Discrimination & Harassment Policy University of Louisiana at Monroe Anti-Discrimination & Harassment Policy."— Presentation transcript:

1 Anti-Discrimination & Harassment Policy University of Louisiana at Monroe Anti-Discrimination & Harassment Policy

2 ULM is committed to maintain an environment free from discrimination and harassment for all employees and students. ULM is committed to maintain an environment free from discrimination and harassment for all employees and students. All members of the University community should be treated with dignity and fairness. All members of the University community should be treated with dignity and fairness. All members of the University community will be held accountable for compliance. All members of the University community will be held accountable for compliance. Anti-Discrimination & Harassment Policy

3  Ensure that employees and supervisors are aware that discrimination, harassment, and retaliation is prohibited  Provide a venue for complaints for victims and alleged offenders and a means to bring their complaints to the attention of appropriate personnel  Take prompt and corrective action when discrimination, harassment, or retaliation comes to the employer’s attention Employer’s Obligation

4  Harassment is a form of misconduct which undermines the integrity of personal, professional, employee and student relationships.  Harassment may be any behavior that alters a person’s terms or conditions of employment because of a characteristic that is protected by state or federal law.  Harassment includes offensive jokes, comments, statements which invoke a person’s race, color, religion, age, national origin, genetics, sex, disability, veteran status, or any other protected status. Definition

5 Quid Pro Quo – “something for something”  occurs when submission to harassing conduct is made as a condition of educational benefits, employment, or advancement. Hostile or Offensive Environment  occurs when harassment is unwelcome, pervasive or so continuous that it creates a hostile or intimidating working environment. Forms of Harassment

6  Conditions present for harassment:  Either explicit (clear) or implicit (implied) condition, used as basis for employment or academic evaluation  Submission to or tolerance of the conduct  Submission to or rejection of the conduct  Conduct interferes with work performance  Conduct interferes with a students’ academic performance Harassment Conditions

7  Unwelcome:  Touching  Flirtation  Jokes  Stories  Frequent or repeated advances or propositions  Requests for sexual favors  Vulgar/foul language Inappropriate Conduct/Behavior

8  Statements or innuendoes designed to humiliate or embarrass – race, religion, sex, age, disability, etc.  Offensive verbal or physical contact of a sexual nature  Display of sexually explicit materials or pictures in the workplace Inappropriate Conduct/Behavior

9 Romantic relationships are discouraged by the University if these relationships involve a significant power differential such as: Romantic relationships are discouraged by the University if these relationships involve a significant power differential such as: Faculty and students/teaching assistants Faculty and students/teaching assistants Supervisor and Subordinates Supervisor and Subordinates Employees and Students Employees and Students  Consensual Relationships WHEN IN DOUBT, DON’T DO IT Power Differentials

10 A student or employee who considers themselves a victim of harassment should first consult an appropriate University Official such as: A student or employee who considers themselves a victim of harassment should first consult an appropriate University Official such as: Their immediate supervisor Their immediate supervisor A Department Head, Director or Dean A Department Head, Director or Dean Vice President Vice President The Director of Human Resources The Director of Human Resources Filing Complaints

11 Complaint should be in writing and should include the following information: Details of the incident(s) or conduct Details of the incident(s) or conduct Dates and locations of incident(s) or conduct Dates and locations of incident(s) or conduct Witnesses to the alleged incident or conduct Witnesses to the alleged incident or conduct Previous actions of harassment, discrimination, or retaliation reported Previous actions of harassment, discrimination, or retaliation reported Desired resolution of complaint Desired resolution of complaint Guidelines

12 Alleged offender shall be notified of complaint within 10 working days Alleged offender shall be notified of complaint within 10 working days Alleged offender shall respond to alleged complaint within 10 working days and address each incident of alleged conduct Alleged offender shall respond to alleged complaint within 10 working days and address each incident of alleged conduct Notice of Non-response is sent to alleged offender if no response to complaint is received Notice of Non-response is sent to alleged offender if no response to complaint is received The investigation will proceed without the alleged offender’s response The investigation will proceed without the alleged offender’s response Rights of the Accused

13 Review and investigate the complaint Review and investigate the complaint Collect and clarify all available facts about the alleged incident Collect and clarify all available facts about the alleged incident May meet with the complainant and the alleged offender May meet with the complainant and the alleged offender Determine if the University’s Anti-Discrimination & Harassment Policy has been violated Determine if the University’s Anti-Discrimination & Harassment Policy has been violated Recommend appropriate relief and disciplinary action to the President of the University Recommend appropriate relief and disciplinary action to the President of the University Equal Employment Opportunity Advisory Committee

14 EEO Committee will investigate formal complaint EEO Committee will investigate formal complaint To begin within 15 working days from receipt of the formal complaint filing date To begin within 15 working days from receipt of the formal complaint filing date EEO Committee will provide a report to the President EEO Committee will provide a report to the President Detailed findings and recommendations Detailed findings and recommendations Recommended corrective actions Recommended corrective actions Either party has a Right to Appeal Either party has a Right to Appeal President of the University of Louisiana System Board of Supervisors President of the University of Louisiana System Board of Supervisors Equal Employment Opportunity Advisory Committee

15 The University, state and federal laws prohibit retaliation against an individual for reporting any type of discrimination or harassment or for participating in an investigation. The University, state and federal laws prohibit retaliation against an individual for reporting any type of discrimination or harassment or for participating in an investigation. Retaliation/False Information

16 Anti-Discrimination & Harassment Policy The Anti-Discrimination & Harassment Policy may be viewed in its entirety on the ULM Human Resources Department website. For questions regarding this policy contact: Department of Human Resources


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