1. STOP DISCRIMINATION, HARASSMENT AND BULLYING BEHAVIOR
Ashland Independent School District (AISD)
Policy and
Harassment/Discrimination

2. INTRODUCTION
The potential for harassment, including sexual harassment exists in every workplace.
The number of workplace harassment claims filed during recent years has increased dramatically.
While some individuals may feel that ‘harassment” means only “sexual harassment”, it has become clear that in today’s work environment the term is much broader than that.
Harassment is a costly proposition for employers. It can result in: low morale, absenteeism, reduced productivity, and employee turnover.

3. WHAT IS DISCRIMINATION?
Discrimination can be direct or indirect.
Direct discrimination is unlawful behavior based on race, color, national origin, age, religion, sex, genetic information, or disability involving intimidation by threats or creation of a climate of hostility or intimidation.
Indirect discrimination is unlawful behavior using a policy, procedure, or practice that appears to treat everyone fairly but has a disproportionate impact on an individual or group.

4. WHAT IS HARASSMENT?
Illegal harassment is severe or pervasive verbal or physical conduct that denigrates, shows hostility or aversion toward an individual because of his/her race, color, religion, gender, national origin, age, disability, or reprisal for participating in the EEO process.
The EEOC defines sexual harassment as unwelcome verbal or physical conduct of a sexual nature:
When submission to such conduct is made a term of condition of employment;
When submission to or rejection of such conduct is used as a basis for employment decisions;
When such conduct unreasonably interferes with job performance or creates an intimidating, hostile, or offense work environment.

5. AISD POLICY: DISCRIMINATION and HARASSMENT
It is the policy of AISD to promote a productive work environment that is free from discrimination and harassment of any kind.
To that end, AISD will not tolerate verbal or physical conduct that harasses, disrupts or interferes with another’s work performance or that creates an intimidating, offensive or hostile environment.
It is the policy of AISD that certain rules & regulations regarding employee behavior are necessary for the efficient business operations, for benefit and safety of all employees.
Conduct that interferes with operations or discredits AISD or is offensive to stakeholders or staff will not be tolerated.

6. HOSTILE ENVIRONMENT HARASSMENT
Comments or conduct that have the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating or offensive working environment.
This category of harassment is often more subtle than harassment that results in a tangible employment action, and is often more difficult to determine where the line falls between lawful and unlawful.
The key issues here are frequency and severity.
“Reasonable person” standard governs.
Anyone can commit this type of harassment - a management official, coworker or non-employee.

7. HOSTILE ENVIRONMENT HARASSMENT EXAMPLES
Making offensive remarks about looks, clothing, body parts;
Touches in a way that may make an individual fell uncomfortable;
Telling sexual jokes, hanging sexual posters;
Using racially derogatory words, phrases, epithets;
Demonstrations of a racial or ethnic nature such as the use of gestures, pictures or drawing which would offend a particular racial or ethnic group.

8. HOSTILE ENVIRONMENT HARASSMENT Examples of Actions
Pressure for dates;
Making offensive remarks about looks, clothing, body parts;
Touches in a way that may make an individual fell uncomfortable;
Telling sexual jokes, hanging sexual posters;
Using racially derogatory words, phrases, epithets;
Demonstrations of a racial or ethnic nature such as the use of gestures, pictures or drawing which would offend a particular racial or ethnic group.

9. HOSTILE ENVIRONMENT HARASSMENT Examples of Actions (Cont.)
Comments about an individual’s skin color or other racial/ethnic characteristics;
Negative comments about an employee’s religious beliefs;
Negative stereotypes regarding an employee’s birthplace or ancestry;
Negative comments an employee’s age when referring to employees 40 and over;
Derogatory or intimidating references to an employee’s mental or physical impairment.

10. HARASSMENT COMPLAINTS Key Elements
Conduct must affect a term, condition, or privilege of employment.
Must be unwelcome.
Can be based on race, color, religion, national origin, sex, sexual orientation, age or disability.
Is severe or pervasive under a reasonable person standard.

11. HARASSMENT Co-worker Harassment:
The agency is liable if it knew or should have known of the harassment and failed to take immediate and appropriate corrective action.
Non-employees:
The liability standard for non-employees is the same as for employees - Except consideration is given to the extent of the agency’s control over the non-employee. For example, an agency may not be able to control the actions of a one-time visitor to its workplace, but it would be able to correct harassment by an independent contractor with whom it has a regular relationship.

12. EXAMPLES OF HARASSING BEHAVIOR
Verbal: derogatory comments, racial or sexual epithets, requests for sexual favors, sexual innuendoes, offensive jokes or stories, repeated propositioning.
Non-Verbal: Staring, derogatory or suggestive gestures, winking, throwing kisses, shunning, and ostracizing.
Visual: offensive pictures, photos, cartoons, posters calendars, magazines or objects.
Physical: unwelcome touching, hugging, kissing, patting, stroking, standing too close.
Written: unwelcome personal letters, notes or s.

13. EXAMPLES OF HARASSING BEHAVIOR
Comments about an individual’s skin color or other racial/ethnic characteristics;
Negative comments about an employee’s religious beliefs;
Negative stereotypes regarding an employee’s birthplace or ancestry;
Negative comments an employee’s age when referring to employees 40 and over;
Derogatory or intimidating references to an employee’s mental or physical impairment.

14. RECOGNIZING HARASSMENT
The conduct must be unwelcome to the target of the harassment. “Unwelcome” means that the employee did not solicit or incite the conduct and regarded it as undesirable.
The harasser can be the victim’s supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.
Harassment can be verbal, physical, or pictorial.
The harasser as well as the target can be a man or women.
Claimant does not have to be the person at whom the offense conduct is directed but can be anyone affected by conduct.

15. Harassment Prevention Employee Responsibilities
Employees are expected to maintain a productive environment that is free from harassing or disruptive activity.
No form of harassment will be tolerated included harassment for the following reasons: race, color, national origin, religion, sex, sexual orientation, disability or age.
Any employee who believes that he/she is victim of unwelcome harassment has the responsibility to report or file a complaint about the situation as soon as possible.
The report or complaint should be made to the employee’s supervisor; or Senior Management if the complaint involves the supervisor or manager.

16. Preventing Sexual Harassment
Employees should:
Avoid behavior that may be misconstrued as possible sexual harassment.
Avoid sexual jokes, comments, and s.
Respect a person’s indication that your conduct or attention is not welcome.
Not invade another individual’s personal space.
Not touch anyone without their permission.
Clearly inform those engaging inappropriate sexual orientated behavior that they find it objectionable.
Seek assistance promptly if they are the target of or observe severe or repeated instances of behavior that they believe qualify as sexual harassment.

17. WHAT SHOULD A VICTIM DO?
A victim of harassment should clearly communicate to the harasser - verbally, in writing, through a third party, or in some other way - that the conduct is unwelcome.
Evidence that the victim participated in the conduct that she or he later challenged, would generally defeat an harassment claim, since participation communicates welcomeness.
However, participation does not necessarily mean the conduct is welcome.
In particular acquiescence or submission to sexual demands does not necessarily mean that the conduct was welcome.
The victim or person affected by the conduct should promptly report it or file a complaint - if the conduct continues after the perpetrator becomes aware it is unwelcome.

18. HARASSMENT PREVENTION Supervisors’ Responsibilities
Monitor workplace behavior, enforce respect.
Treat all complaints seriously and confidentially. Do not ignore any allegation.
Post/disseminate EEO Policy.
Respond to allegations immediately; investigate, as appropriate.
Be sensitive but impartial.
Interview parties and relevant witnesses.
Ask opened-questions.
Collect relevant documentation/evidence.
Take appropriate corrective action, follow-up
Ensure no retaliation.
Document your actions.

19. Harassment Investigation
All complaints will be investigated promptly - in as impartial and confidential a manner as possible.
Employees are required to cooperate in any investigation.
A timely resolution of each complaint should be reached and communicated to the parties involved.
Any Employee, supervisor, or manager who is found to have violated the harassment policy will be subjected to appropriate disciplinary action, up to and including termination.
VA prohibits any form of harassment for brining bona fide complaints - or providing information on harassment.

20. WHAT IS BULLYING?
Bullying is a form of harassment that involves repeated behavior where power is used to coerce, threaten, oppress, harass, intimidate, or persecute others.

21. WHAT IS SEXUAL HARASSMRNY?
Sexual harassment is unlawful conduct of a sexual nature that is unwelcome and makes a person feel offended, humiliated, or intimidated ; in the same circumstance, a reasonable person would be offended or humiliated.
It can be a single incident or an on-going pattern of behavior.

22. Do you have any questions?
WHAT CAN YOU DO?
Say no if you feel uncomfortable.
You have a duty to report discrimination/harassing behavior.
Do you have any questions?