amp Workplace Violence Training Purpose Unlawful Discrimination amp Sexual Harassment Keep pressing the right arrow on your keyboard to proceed with this training To help you understand what is meant by unlawful discrimination amp sexual ID: 672771
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Slide1
Unlawful Discrimination, Sexual Harassment, Title IX
&Workplace Violence TrainingSlide2
Purpose –
Unlawful Discrimination & Sexual Harassment[Keep pressing the right arrow on your keyboard to proceed with this training.]
To
help you understand what is meant by “unlawful discrimination” & “sexual
harassment.”
Provide guidance on what to do if you witness or experience
potential unlawful
discrimination or sexual
harassment.
Provide supervisors with information about their
responsibilities.Slide3
Purpose – Title IX
To help you understand what is meant by “Title IX.”Provide guidance on what to do if you
witness, experience, or learn about potential Title IX concerns.Slide4
Purpose – Workplace Violence
Help you understand how to recognize issues of workplace violence.Help you to understand how to react to issues of workplace violence.Ensure that all UP employees have a
safe place to work!Slide5
What is Unlawful Discrimination?
Unlawful discrimination occurs when an employee is treated differently because of or related to his or her protected class(es
).
The next slide has the many protected classes under federal and Oregon law.
Each of us may have several protected classes.Slide6
Unlawful Discrimination –
Protected Classes
Race.
Color.
N
ational origin.
S
ex
(includes pregnancy-related
conditions, gender, sexual harassment).
Religion.
Age.
Veteran status.
Physical or mental disability.
S
exual orientation.
G
ender identity.
M
arital status.
F
amily relationship.
I
njured workers.
G
enetic screening & brain-wave testing.
U
se of protected medical or family leave.
Association with member of a protected class.
O
pposition of an unlawful employment practice.
U
se of rights under other applicable employment laws. Slide7
Unlawful Discrimination
– Potential ExamplesMuslim applicant not hired for housekeeping position because she stated that she needs to wear a head covering while working.Employees with veteran status not promoted as much as other employees.
Women employees paid less than male employees.
Employee fired after employer learns she is in a romantic relationship with a woman.
Promoting one employee and not another based on marital status.
Racial or ethnic slurs.
Offensive or uncomfortable jokes, innuendos, stories, or graphics related to a protected class such as race, sex, age, sexual orientation, etc.
Engaging in unwelcome physical touching (hugging, touching or patting body parts, kissing) towards men or women.
Engaging in unwelcome or harassing conduct (placing garbage in a coworker’s locker, putting dog bowl before a coworker’s locker, hanging a noose on a coworker’s cart, etc.).Slide8
What is Sexual Harassment?
Sexual harassment is a form of unlawful discrimination. The protected class involved in sexual harassment is sex/gender.
Sexual harassment is when an employee is treated differently and negatively by the employer (managers or supervisors) or other employees related to the employee’s sex or gender.Slide9
Sexual Harassment – Potential Examples
A manager, supervisor, or coworker makes sexual or romantic advances.Making requests for sexual favors.
Providing employee with more pay and better evaluations because she is open to flirtation with supervisor.
Looking at or towards certain body parts of an employee.
Making compliments that could be construed to be of a sexual nature.
Using offensive language (such as profanity and swear words).
Telling offensive or uncomfortable jokes, innuendos, or stories related to sex or gender – even telling sexual stories involving oneself and one’s significant other.
Displaying offensive or uncomfortable graphics or art – such as calendars or photos with swimwear or nude art.
Engaging in unwelcome physical touching (hugging, touching or patting body parts, kissing) towards men or women.Slide10
Unlawful Discrimination & Sexual Harassment
Is it okay if the employee subjected to the discriminatory or sexually harassing conduct is open to, agreeable to, or participates in such conduct?
No.
Submission to unlawful conduct cannot explicitly or implicitly be made a term or condition of employment no matter what.
Such conduct can still have the effect of unreasonably interfering with an employee’s work performance or of creating an intimidating, hostile, or offensive work environment
.
This is unlawful.Slide11
Unlawful Discrimination & Sexual Harassment
Is it okay if non-supervisory coworkers were just joking around when they told the offensive stories, they did not mean to be offensive to anyone, not all the coworkers in the vicinity were offended, and the complaining coworker is one of those “sensitive types”?
No.
Submission to unlawful conduct cannot explicitly or implicitly be made a term or condition of employment no matter what. Such conduct can still have the effect of unreasonably interfering with an employee’s work performance or of creating an intimidating, hostile, or offensive work environment
.
This is unlawful.Slide12
Unlawful Discrimination & Sexual Harassment
What should employees do to comply with the University’s “Unlawful D
iscrimination and
H
arassment
F
ree
W
ork Environment” policy?
Review the
University’s policy
at
:
www.bitly.com/UPHRHFWE
Do not engage in any direct or indirect violations of UP’s unlawful discrimination and sexual harassment policy towards or in connection with other UP employees, students, vendors/contractors, visitors, or any other person who is part of or engaging with the UP community. Slide13
Unlawful Discrimination & Sexual Harassment
What should you do if you have any concerns about unlawful discrimination or sexual harassment of any person who is part of or engaging in the UP community?
Contact HR immediately
Sandy Chung, Director of HR:
chung@up.edu
; ext. 8987
Bill Jenkins, Asst. Director of HR:
jenkinsw@up.edu
; ext. 8784 Slide14
Unlawful Discrimination & Sexual Harassment – Duties of Managers & Supervisors
Managers and supervisors have a legal duty to report potential unlawful discrimination or sexual harassment to HR.
R
eports should be made to HR even if manager/supervisor did not personally observe or hear the incident or concern.
Reports should be made to HR even if manager/supervisor is not sure if anything unlawful or prohibited occurred.
Reports to HR should be made ASAP.Slide15
Unlawful Discrimination & Sexual Harassment – Duties of Managers & Supervisors
Managers and supervisors have a legal duty to report potential unlawful discrimination or sexual harassment to HR.
Increasingly, states and courts are holding managers/supervisors personally liable in situations involving unlawful discrimination or sexual harassment.
Best form of prevention and protection is to report any and all potential concerns to HR – no matter how big or small.
Managers/supervisors cannot guarantee confidentiality regarding such concerns to employees or students.Slide16
Unlawful Discrimination & Sexual Harassment – Duties of Human Resources
When HR receives concerns or complaints about potential unlawful discrimination or sexual harassment, HR has a duty to investigate.
That an investigation is being conducted says nothing about the legitimacy or accuracy of the concern or complaint.
Persons who may be a witness or can provide relevant information will be interviewed.
It is prohibited to try to affect the information provided by a witness.
It is prohibited to retaliate – act in a negative way – towards a person for making a complaint or participating in an investigation.
Managers/supervisors and HR
cannot
guarantee 100% confidentiality; rather, UP’s representatives can only try to keep shared information as confidential as possibleSlide17
What is Title IX?
Title IX is a federal law that prohibits sex or gender based or related discrimination in institutions of higher education.
Title IX encompasses interactions involving institution and student, faculty and student, staff and student, student and student, and even institution/employee and employee.
Title IX covers everything from: inequities amongst men’s and women’s sports teams,
to
sexist conduct in classrooms,
to
romantic relationships between faculty/staff and students,
to
sexual assault by a student towards another, and so on.Slide18
What is Title IX?
What should UP employees do to comply with Title IX?
Review UP’s Title IX policy and other
related information at:
www.up.edu/titleix
.
Do not engage in any direct or indirect violations of UP’s Title IX policy.
Report any potential Title IX concerns involving any person who is a member of or engaging with the UP community to a Title IX coordinator (such as HR).Slide19
What is Title IX?
Can employees ignore potential unlawful discrimination or sexual harassment on campus if it does not involve employees (e.g., the situations involve students, visitors, or contractors)?
Any such concerns should be communicated to HR asap.
Sandy Chung, Director of HR:
chung@up.edu
; ext. 8987
Bill Jenkins, Asst. Director of HR:
jenkinsw@up.edu
; ext. 8784 Slide20
Workplace Violence
Hostile acts such as physical violence, verbal assaults, threats, coercion, intimidation, and other forms of harassment may
constitute workplace violence.
Warning signs:
Numerous or repeated conflicts with others.
Statements indicating desperation over finances, family, school, or other problems.
Statements indicating desire or intent to hurt oneself or others.
Reference to weapons.
Statements about substance abuse.
Threats or belligerent, intimidating, bullying type conduct.Slide21
Workplace Violence
What should employees do with potential concerns about workplace violence.
If concern is imminent or urgent, contact Public Safety ASAP
(503-943-4444).
For concerns not imminent or urgent, be proactive and do not underestimate possibility of violence.
C
ontact supervisor and HR asap.
Sandy Chung, Director of HR:
chung@up.edu
, ext. 8987
Bill Jenkins, Asst. Director of HR:
jenkinsw@up.edu
; ext. 8784 Slide22
Directions – Finishing This Training
To finish this training:
Review next two and final slides.
Do a training assessment
here
(
right click
and select “Open
Hyperlink)
You will not be recorded as having finished this training if you do not finish these steps.Slide23
Workplace Violence
If an incident of potential workplace violence occurs:
If you can safely run away or hide, do so.
Otherwise, try to signal to a coworker or customer to call public safety.
Saying to public safety, “please hold my calls,” indicates to public safety that they need to respond immediately.Slide24
Workplace Violence
Some incidents of workplace violence may involve an active shooter. Active shooter training is available here:
www.up.edu/publicsafety
END OF TRAINING PRESENTATION