Bullying and Harassment in Schools

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Bullying and Harassment in Schools"

Transcription

1 Bullying and Harassment in Schools Materials for Use with DVD Program Employee Audience Texas Association of School Boards Legal Services

2 Bullying and Harassment in Schools Part One: Harassment Committed by Employees A. Harassment of Employees by Other Employees Why do I need to know about harassment? Harassment can cost you your job. Employees who harass their coworkers can be fired. They can also be nonrenewed, reassigned, suspended, or reprimanded. You could be sued. Employees who harass their coworkers can be sued by their victims under state law and be held liable for monetary damages. Harassment is bad for the district. Harassment lowers productivity. It leads to time-consuming, difficult investigations and increased costs, like higher insurance premiums and litigation expenses. What is sexual harassment? Sexual harassment of an employee is defined as unwelcome sexual advances; requests for sexual favors; sexually motivated physical, verbal, or nonverbal conduct; or other conduct or communication of a sexual nature when: 1. Submission to the conduct is either explicitly or implicitly a condition of an employee s employment, or when submission to or rejection of the conduct is the basis for an employment action affecting the employee; or 2. The conduct is so severe, persistent, or pervasive that it has the purpose or effect of unreasonably interfering with the employee s work performance or creates an intimidating, threatening, hostile, or offensive work environment. Whether or not behavior rises to the level of sexual harassment is judged from the perspective of a reasonable person. 1

3 Are there different kinds of sexual harassment? Two kinds of sexual harassment can occur. Quid pro quo harassment is committed by supervisors who harass their employees. Hostile environment harassment is committed when any employee creates a sexually offensive workplace environment. What is quid pro quo harassment? Quid pro quo literally means something for something. This kind of harassment occurs when a supervisor offers a subordinate a benefit, such as a raise or promotion, in exchange for sexual favors. Quid pro quo harassment also happens when a supervisor punishes a subordinate for rejecting sexual advances, for example, by firing or demoting the employee. The fact that an employee submitted to a boss s advances does not mean that the advances did not constitute sexual harassment. If the advances were not welcome, but the employee went along with them because they came from the boss, then sexual harassment still occurred. What is hostile environment harassment? Hostile environment harassment occurs when one or more supervisors or coworkers create an atmosphere that unreasonably interferes with an employee s work performance or create an intimidating, hostile, or offensive environment. In other words, supervisors or coworkers engage in hostile environment harassment if what they do or say makes another employee so uncomfortable that the employee cannot do his or her job. Coworkers and supervisors also engage in hostile environment harassment by being intimidating, hostile, or offensive. Whether conduct is abusive or hostile depends on the circumstances: (1) How frequent is the conduct? (2) How severe is the conduct? (3) Is the conduct threatening or humiliating? (4) Would the conduct interfere with a reasonable person s work performance? Generally, for conduct to rise to the level of sexual harassment, it must be severe or persistent. Can women harass men? Yes, although it is not as common as harassment done by men against women. Can a person be sexually harassed by a member of the same sex? Yes. An employee can be sexually harassed by a member of the same sex. The harassment need not be based on sexual attraction but must be motivated by the sex of the victim. The harassment has to meet the same high standard as other instances of sexual harassment. In same-sex harassment, as in other sexual harassment cases, whether or not behavior rises to the level of sexual harassment is judged from the perspective of a reasonable person. 2

4 Can I get fired for flirting or telling jokes? No, not if the joking does not get out of hand. The law does not prohibit harmless differences in the way men and women interact. Courts punish only behavior that is so objectively offensive that it changes an employee s working conditions. Simply saying something that might offend a fellow employee will not alter that employee s conditions of work. Simple teasing and offhand comments will not amount to sexual harassment. However, severe, sexually discriminatory verbal intimidation, ridicule, or insults may be sexual harassment. Graphic sexual statements, such as dirty jokes or propositions, can create a hostile environment. In some cases, threats or unwanted physical contact can be so severe that one incident alone creates a hostile environment. How will I know if I am crossing the line? The U.S. Supreme Court has admitted that there is no mathematically precise test to determine when conduct constitutes sexual harassment. Therefore, you do not need to quit joking, flirting, or complimenting your coworkers, unless this behavior could be perceived as offensive. However, if you are making your coworkers uncomfortable, you should stop. In addition to sexual harassment, are there other kinds of harassment? Yes. State and federal laws also prohibit harassment based on race, color, religion, national origin, disability, and age. Harassment based on these characteristics occurs as hostile environment harassment. The same analysis described above for hostile environment sexual harassment is applied. What should I do if I suspect harassment is happening at my workplace? Report the harassment to your supervisor as soon as possible, even if you are not sure that the conduct is harassment. Your district has policies that prohibit harassment at DIA(LEGAL) and (LOCAL). The policies include procedures for how to report suspected harassment and even require you to report suspected harassment of other employees. If you have any questions at all, ask your supervisor or the campus principal. What should I do if I am harassed? Again, report the harassment to your supervisor. If your supervisor is harassing you, report the harassment to the person identified in your district s harassment policies, likely someone above the harasser in the chain of command. Remember, when you make your report, try to follow your district s harassment policies. 3

5 Can I be retaliated against by the district for filing a harassment report? Retaliation against an employee alleged to have experienced harassment, a witness, or another person who makes a report or participates in an investigation is strictly prohibited. The district may not retaliate against a person who makes a good faith report of prohibited harassment. A person who intentionally makes a false claim, offers false statements, or refuses to cooperate with a district investigation regarding prohibited harassment is subject to appropriate discipline, however. Can an employee be held responsible for harassment committed by another employee? Yes, in some circumstances. A supervisor may be held liable for harassment done by a subordinate if the supervisor knows of the harassment and fails to take action to address it. Therefore, it is important that supervisors be diligent in addressing known instances of harassment consistent with district policies. B. Sexual Harassment of Students by Employees What is employee-to-student sexual harassment? Sexual harassment of a student by an employee includes any welcome or unwelcome sexual advances, requests for sexual favors, and other verbal, physical, or visual conduct of a sexual nature. Sexual harassment can be words, or actions, or both. Sexual harassment can happen when a school employee offers a student a benefit, such as a good grade, or threatens the student with punishment, such as a bad grade, based on the student s response to the employee s advances. Sexual harassment can also include activities such as engaging in sexually oriented conversations for the purposes of personal sexual gratification, telephoning a student at home or elsewhere to solicit inappropriate social relationships, or physical contact reasonably construed as sexual in nature. Sexual words and actions are always prohibited between employees and students, regardless of whether the student consents to or even encourages the employee s behavior. Courts will not consider a sexual relationship between an employee and a student to be consensual, even if the student is over the age of 18. What is sexual abuse or sexual assault of a minor? Sexual abuse of a child under 18 includes sexual conduct harmful to the child s mental, emotional, or physical welfare; failure to make a reasonable effort to prevent sexual conduct harmful to the child; and compelling or encouraging the child to engage in sexual conduct. Sexual abuse is a form of child abuse that must be reported to appropriate law enforcement authorities as described below. 4

6 Sexual assault of a child younger than 17 occurs if a person intentionally or knowingly causes sexual contact with the child. Sexual assault includes, but is not limited to, sexual intercourse. Sexual assault is a second-degree felony. What can happen to a school employee who sexually harasses or abuses a student? An employee who commits sexual assault or sexual abuse can be arrested and prosecuted for the crime. The victim could also sue the harasser for money damages. In addition, school district policy expressly prohibits employee conduct constituting sexual harassment of students. An employee who commits such conduct is subject to a range of disciplinary actions, including oral or written reprimand, suspension with or without pay, nonrenewal, or termination. Moreover, if a district terminates a certified employee because he or she committed sexual or physical abuse of a child, the superintendent must report the termination to the State Board for Educator Certification (SBEC). The superintendent must also notify SBEC when a certified employee resigns and reasonable evidence supports termination for the misconduct mentioned above. SBEC may then take action to remove or suspend the harasser s teaching credentials. Can the district be held responsible for sexual harassment or abuse committed by an employee? Yes. The U.S. Supreme Court has held that sexual harassment of a student by a school employee is illegal discrimination on the basis of sex. A school district can be held liable in court if it is deliberately indifferent to the sexual harassment of a student. In other words, a student who has been sexually harassed by a school employee can seek monetary damages from the school district if a school official with authority to address the alleged harassment had actual knowledge of the harassment and failed to respond or responded with deliberate indifference. Can an employee be held responsible for sexual harassment or abuse committed by another employee? Under some circumstances, yes. A school district employee who supervises other employees, such as a principal, a cafeteria manager, or a transportation supervisor can be held responsible for sexual harassment committed by a subordinate. A supervisor can be held responsible for sexual harassment committed by a subordinate if the supervisor knew the subordinate was committing sexual abuse against a student and the supervisor took no action to stop the abuse. More specifically, an individual supervisor may be held personally liable for a subordinate s sexual harassment of a student if: The supervisor learned of facts or a pattern of inappropriate sexual behavior by a subordinate pointing plainly toward the conclusion that the subordinate was sexually abusing the student; 5

7 The defendant demonstrated deliberate indifference toward the constitutional rights of the student by failing to take action that was obviously necessary to prevent or stop the abuse; and This failure caused the student to suffer abuse. What should I do if I observe or suspect that a student is being sexually harassed or abused? Report it! Texas law requires school employees to report suspected sexual abuse to appropriate law enforcement authorities. In addition, district policy requires all employees to report suspected sexual harassment to the district administration. When is an employee required to report suspected sexual abuse to law enforcement? The Texas Family Code requires a professional school district employee who has cause to believe that a child has been or may be abused or neglected or is a victim of indecency with a child to make a report to any local or state law enforcement agency or the Child Protective Services (CPS) division of the Texas Department of Family and Protective Services not later than 48 hours after the hour the employee first suspects that the child has been or may be abused or neglected or is a victim of indecency with a child. Any employee who believes that a child s physical or mental health or welfare has been adversely affected by abuse or neglect must immediately make a report to Child Protective Services, local law enforcement, or another appropriate entity as required by the Texas Family Code. Sexual abuse of a child under 18 includes sexual conduct harmful to the child s mental, emotional, or physical welfare; failure to make a reasonable effort to prevent sexual conduct harmful to the child; and compelling or encouraging the child to engage in sexual conduct. Indecency with a child means engaging in sexual contact or indecent exposure with a child younger than 17. Each individual employee with reason to believe that a student is being or has been abused must personally make a report directly to law enforcement or CPS. Notifying the district will not satisfy the requirements of this law. An employee commits a crime if he fails to make a required report to law enforcement or CPS. SBEC may also impose sanctions on an employee s certificate for failure to make a required report. When is an employee required to report suspected sexual harassment to administration? Your district s sexual harassment policy FFH(LOCAL) requires all employees to report known or suspected student sexual harassment to the school district. The local policy names the specific person to whom a report should be made. For example, the policy might say that employees should make a report to their supervisors, their campus principal, the superintendent, or the Title IX coordinator. If you know or suspect that a student is being sexually harassed, you should follow your district s policies and report the harassment. Failure to report suspected harassment of a student could lead to adverse employment consequences, such as being reprimanded, suspended, or fired. 6

8 If I suspect that a student is being sexually harassed and I report the suspected harassment to the district, will my report be kept confidential? Once a report is made, the district will keep the report confidential to the extent possible. Limited disclosure may be necessary to conduct a thorough investigation, but otherwise the information will not be released. The Family Educational Rights and Privacy Act (FERPA) prohibits disclosure of student education records, including the personally identifiable information contained in those records, to any party, by means including oral, written or electronic. During the course of sexual harassment investigations conducted by school officials, students complaints and written statements become a part of the students education records, subject to the confidentiality requirements of FERPA. Keep in mind that anyone with knowledge of sexual harassment involving a student should not hesitate to make a report or complaint to the district. Reporting sexual harassment to the district is the fastest way to stop the harassment. Can the district retaliate against me for reporting suspected harassment? Title IX prohibits retaliation by the district against an employee who reports sexual discrimination or harassment. In addition, district policy specifically prohibits retaliation against anyone who makes a report or complaint or who participates in a sexual harassment investigation. 7

9 Part Two: Harassment Committed by Students A. Sexual and Other Harassment Among Students What is sexual harassment among students? Student-to-student sexual harassment includes unwelcome verbal, physical, or visual conduct of a sexual nature that is severe and pervasive. Such harassment can include words, gestures, requests for sexual favors, or any other unwelcome sexual conduct. Harassment is unwelcome if the student did not invite the attention or considers the attention undesirable or offensive. Can girls harass boys? Yes, although males commit sexual harassment more frequently, females can harass males. The same rules apply to both sexes. Does sexual harassment happen only between members of the opposite sex? No. Sexual harassment can occur between members of the same sex. Same-sex sexual harassment can occur when a student is sexually attracted to a member of the same sex. More often, however, same-sex sexual harassment occurs when a group of students decides to pick on or harass a member of the same sex, and the way they choose to carry out the harassment has sexual connotations. For example, a group of girls spreading sexual rumors about another girl could be considered sexual harassment. In addition to sexual harassment, what kinds of harassment are prohibited? State and federal laws also prohibit harassment of a student based on the student s race, color, gender, national origin, disability, or religion that is so severe, persistent, or pervasive that the conduct: 1. affects a student s ability to participate in or benefit from an educational program or activity, or creates an intimidating, threatening, hostile, or offensive educational environment; 2. has the purpose or effect of substantially or unreasonably interfering with the student s academic performance; or 3. otherwise adversely affects the student s educational opportunities. The conduct may be physical, verbal, or nonverbal. 8

10 When can a school district be held responsible for student-to-student harassment? In the context of student-to-student sexual harassment, the U.S. Supreme Court has determined that a school district may be liable under Title IX, for monetary damages if: (1) its deliberate indifference causes students to undergo harassment or makes them vulnerable to it, and (2) the harassment takes place in a context subject to the school district s control. A school district may be liable under Title IX, therefore, only if its response or lack of response to harassment is clearly unreasonable in light of the known circumstances. However, districts cannot be sued for harassment based upon race, color, or national origin under Title VI unless the district intended for the student to be harassed. Therefore, a district will not be liable under Title VI for deliberate indifference to the harassment of a student. In cases where the plaintiff argues that the district was deliberately indifferent, the plaintiff may instead sue to enforce Title VI under Section 1983 but the courts are split as to what extent such claims may be possible. What should I do if I observe or suspect harassment among students? Your response will depend on the nature of your job, the severity of the harassment, and the requirements of your district s local policy. If you observe harassment among students that you are not directly supervising, you should report the harassment immediately in accordance with district policy. For example, if you work in the cafeteria and you see a group of students harassing another student, you should report the harassment right away to your supervisor, the campus principal, or perhaps the teacher responsible for the students at the time. On the other hand, if you are supervising students and you observe or learn of harassment among the students, you should treat the conduct as a discipline problem. For instance, if a student makes an inappropriate comment to a classmate during class, the teacher may choose to reprimand the student or may discipline the student by requiring the student to apologize, assigning an essay about harassment, or calling the student s parents. If, however, classroom discipline management techniques fail to stop the harassment, or if you observe or learn of serious harassment, the situation should be referred to the campus principal immediately. The principal will then investigate and, if necessary, select an appropriate discipline technique, such as in-school suspension, off-campus suspension, or removal to an alternative education program. In addition, the principal should contact law enforcement if he or she believes a crime has been committed on campus. How can I help prevent student harassment? Know your local policy. Policies FFH(LEGAL) and (LOCAL), FNC(LOCAL), and FO(LEGAL) define and prohibit harassment. School districts should also prohibit harassment in the Student Code of Conduct. 9

11 Report all allegations of harassment. Treat all allegations seriously, no matter how outrageous they may seem. Keep a record of any actions you take to stop or report harassment. For example, if a bus driver sees a group of students harassing another student on the bus, the driver should report the behavior to his supervisor or the principal. The driver should also write down what he saw and whom he told about the incident. Keep reports and complaints confidential. The Family Educational Rights and Privacy Act (FERPA) prohibits disclosure of student education records, including harassment reports and investigations. Discipline consistently. School districts should prohibit harassment in local policy and in the Student Code of Conduct. School employees enforcing these rules should discipline all students and employees who engage in this behavior consistently, based on the seriousness of the allegations and other relevant factors. B. Bullying Among Students What is bullying? Bullying is conduct engaged in with the purpose of intimidating or demeaning the victim. Bullying may be in the form of physical conduct or written or verbal expression. The conduct may cause physical harm or the fear of physical harm to the victim or result in harm or fear of harm of property. It is also possible that the conduct or expression may only result in severe emotional harm. Regardless, the conduct must be severe, persistent, and pervasive enough to create an intimidating, hostile, or abusive educational environment for the victim. Bullying may include such acts as harassment, hazing, threats, taunting, confinement, assault, and ostracism. Bullying does not include mere horseplay, however. What are common characteristics of a bully? The typical bully is in a position of power over the victim, whether it be as a result of popularity, size, age, or some other characteristic or status. Bullies often are aggressive, are easy to anger, feel a sense of entitlement, lack empathy, or feel socially isolated. Sometimes the bully is, by all appearances, a successful student and good kid but chooses to bully another student to assert his or her social status. 10

12 Bullying behavior is not limited to boys. Girls can be bullies, too. Although the majority of girls who engage in bullying behavior do so using verbal or written expression or ostracism, increasingly girl bullies are resorting to physical conduct. What are the consequences of being a bully? Bullies have an increased risk of poor performance at school, issues with violence and drug abuse, and criminal activity as adults. They often also fail to develop the communication and relationship skills necessary to function as successful adults. What are common characteristics of a victim? Many victims of bullying are quiet, sensitive, and not inclined to retaliate against the bully. Often these students are perceived by other students as being different or weak. However, some victims are reactive and may fight back against their harasser. They may also act to provoke the bully. Reactive victims may also lash out by bullying other students they perceive as weaker. What are the consequences of being a victim? Victims often struggle with social and emotional development and may perform poorly at school. Victims are prone to depression and may physically harm themselves. Where does bullying take place? Bullying is more likely to occur where adults are not present or closely supervising students. Bullying occurs in cafeterias at lunchtime, before and after school, and in the hallways. Increasingly, bullies are using technology to target their victims, a method commonly referred to as cyberbullying. What is cyberbullying? Bullies engaging in cyberbullying use the Internet, text messaging, and similar technology to target their victims. These methods, which give an illusion of anonymity, encourage bullying by those who would normally not engage in such behavior. They also allow a bully to avoid direct confrontation with the victim. Cyberbullying can occur on or off campus. If your class uses computers, pay attention to the warning signs, such as students who quickly change screens when you walk by or students who seem disturbed while reading an item on their computer screen. Bullying acts that occur using campus resources are subject to your district s acceptable use policy and regulation, found at CQ(LOCAL) and (REGULATION) and the Student Code of Conduct. 11

13 What should I do if I observe or suspect bullying among students? Like cases of student-to-student harassment, your response will depend on the nature of your job, the severity of the bullying, and the requirements of your district s local policy. If you observe bullying among students that you are not directly supervising, you should report the bullying in accordance with district policy FFH(LOCAL) or FFI(LOCAL), as appropriate. If you are supervising students and you observe or learn of bullying among the students, you should treat the conduct as a discipline problem. If, however, classroom discipline management techniques fail to stop the bullying, or if you observe or learn of serious bullying, the situation should be referred to the campus principal immediately. Teachers and principals may also want to contact the bully s parents. Students with little parental involvement and supervision are more likely to engage in bullying acts. The bully s parents can aid in discouraging the negative behavior. How can the district and employees encourage victims to report bullying? Unfortunately, many victims are concerned that if they report bullying that they will be subject to retaliation. Some victims may be less likely to come forward because they think they deserve to be bullied or think that adults will not sufficiently understand the situation to properly address it. To address victims concerns, employees should closely follow the district s bullying and harassment policies found at FFH(LEGAL) and (LOCAL), FFI(LOCAL), and FO(LEGAL). Employees should report all allegations of bullying and harassment and take them seriously. In addition, the district and employees should ensure confidentiality to the extent possible throughout the investigation process consistent with the Family Educational Rights and Privacy Act (FERPA). The district should also enforce discipline against bullies consistently so that the victims can feel confident their concerns are being addressed. C. Dating Violence Among Students What is dating violence? Dating violence occurs when a person inflicts physical harm or bodily injury on or assaults or sexually assaults the individual that person is dating or has dated. Dating violence can include a threat that person makes against the victim that puts the victim in fear of physical harm, bodily injury, assault, or sexual assault. Dating violence may also be committed against a third person because that person is or was in a relationship with someone with whom the offender has had or currently has a dating or marriage relationship. Dating violence occurs in both heterosexual and same-sex relationships and the victim may be a boy or a girl. 12

14 How can I tell if a student is a victim of dating violence? Victims of dating violence generally display one or more of the following warning signs: The student s attendance and grades drop. The student has unexplained injuries or her explanation for the injuries does not make sense. The student show signs of depression and has trouble making eye contact with others. The student does not seem to be interacting as much with her friends. The student s classroom and extracurricular participation lessens. The student s appearance changes. She gains weight or stops wearing make-up, fixing her hair, or dressing up. The change may be because of the emotional impact that the relationship is having on the victim or because the victim is attempting to hide injuries. When the couple interacts, the partner holds the victim tightly and the victim seems disconnected. The partner may also seem angry at the victim, and the victim be cowering in response. What are the consequences of dating violence? Victims of dating violence often suffer from health issues and depression. Their school performance and attendance may also suffer. Their physical safety may be at risk, and sadly, in some cases, the victim may be permanently disfigured or killed, or the victim may commit suicide. What can I do to prevent or stop dating violence? You can address dating violence by talking to your students about dating violence when the opportunity arises, including the signs and how to address dating violence if it occurs. You should also be available for students who want to talk about their own personal experience or that of their friends. You should listen and not judge but provide them with help to address the problem consistent with the district s dating violence policy as outlined in the district s improvement plan. You may also choose to sponsor a support group for victims and a separate group for abusers. Texas Version The Training Material is provided for educational purposes only and contains information to facilitate a general understanding of the law. It is neither an exhaustive treatment of the law on this subject nor is it intended to substitute for the advice of an attorney. It is important for Purchaser to consult with its own attorney in order to apply these legal principles to specific fact situations. Further duplication or distribution of the Training Material (other than as specifically set out in the document entitled Terms and Conditions of Use, included on the supplementary materials CD), in whole or in part, is prohibited without written permission of TASB. Requests to duplicate or distribute any portion of the Training Material should be made in writing to Director, Legal Services, Texas Association of School Boards, P.O. Box 400, Austin, Texas

3.3.1 Harassment-Free Workplace Harassment

3.3.1 Harassment-Free Workplace Harassment 3.3.1 Harassment-Free Workplace KCTCS is committed to providing a work environment that is respectful, professional, and free from unlawful harassment and other forms of illegal discrimination. Individuals,

More information

SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR STUDENTS

SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR STUDENTS SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR STUDENTS I. GENERAL STATEMENT OF POLICY Objective The MicroSociety Academy Charter School (MACS) will not discriminate

More information

TOWN OF AMHERST POLICY AGAINST UNLAWFUL DISCRIMINATION, HARASSMENT AND SEXUAL HARASSMENT

TOWN OF AMHERST POLICY AGAINST UNLAWFUL DISCRIMINATION, HARASSMENT AND SEXUAL HARASSMENT TOWN OF AMHERST POLICY AGAINST UNLAWFUL DISCRIMINATION, HARASSMENT AND SEXUAL HARASSMENT I. POLICY STATEMENT The Town of Amherst is committed to maintaining a workplace free of discrimination, harassment,

More information

INTRODUCTION 2 WORKPLACE HARASSMENT

INTRODUCTION 2 WORKPLACE HARASSMENT INTRODUCTION This brochure is intended to educate Treasury employees about the prevention of harassment in the workplace. Harassment is a matter of particular concern because it seriously damages the employee-employer

More information

Study Guide. & Composition. Harassment. May June National Association of Elevator Contractors

Study Guide. & Composition. Harassment. May June National Association of Elevator Contractors Study Guide Personnel Business Grammar & Ethics IV: Harassment & Composition May 2014 June 2014 National Association of Elevator Contractors Contents About this Study Guide... 1 Statements from EEOC Related

More information

explicitly or implicitly, as a term or condition of the targeted individual s education or participation in school programs or activities; and/or

explicitly or implicitly, as a term or condition of the targeted individual s education or participation in school programs or activities; and/or Anti-Bullying Harassment Policy 105 ANTI-BULLYING/HARASSMENT POLICY Harassment and bullying of students and employees are against federal, state and local policy, and are not tolerated by the board. The

More information

GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES

GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES Category P Required by Law I. GENERAL STATEMENT OF POLICY Objective The District

More information

Sexual harassment includes unwelcome sexual advances, requests for sexual favors and verbal or physical conduct of a sexual nature when:

Sexual harassment includes unwelcome sexual advances, requests for sexual favors and verbal or physical conduct of a sexual nature when: State of Wisconsin Department of Workforce Development Equal Rights Division Civil Rights Bureau Wisconsin Fair Employment Law #2 in a Series Harassment IN THE WORKPLACE Harassment in the Work Place 1.

More information

State of Florida. Sexual Harassment Awareness Training

State of Florida. Sexual Harassment Awareness Training State of Florida Sexual Harassment Awareness Training Objectives To prevent sexual harassment in the workplace. To define the behavior that may constitute sexual harassment. To provide guidance to state

More information

RULE STUDENTS: Conduct. Bullying, Cyberbullying, Harassment, or Intimidation. I. Purpose

RULE STUDENTS: Conduct. Bullying, Cyberbullying, Harassment, or Intimidation. I. Purpose STUDENTS: Conduct Bullying, Cyberbullying, Harassment, or Intimidation I. Purpose To implement Board of Education of Baltimore County (Board) Policy 5580 by establishing guidelines for identifying and

More information

Sexual Harassment Awareness

Sexual Harassment Awareness Sexual Harassment Awareness Orientation: This week s on-line assignment is about sexual harassment in the school and the workplace. We are discussing this subject because sexual harassment is an illegal

More information

ADMINISTRATIVE POLICY: HEALTH AND SAFETY POLICY TITLE: Sexual Misconduct

ADMINISTRATIVE POLICY: HEALTH AND SAFETY POLICY TITLE: Sexual Misconduct ADMINISTRATIVE POLICY: HEALTH AND SAFETY POLICY TITLE: Sexual Misconduct Pursuant to Title IX of the Higher Education Act of 1972 ( Title IX ) Fox Valley Technical College ( FVTC or the College ) prohibits

More information

ANTI-DISCRIMINATION, HARASSMENT AND BULLYING (STUDENT POLICY)

ANTI-DISCRIMINATION, HARASSMENT AND BULLYING (STUDENT POLICY) Page 1 ANTI-DISCRIMINATION, HARASSMENT AND BULLYING (STUDENT POLICY) The Board of Education is committed to promoting the worth and dignity of all individuals. It believes that all employees and students

More information

AKORBI Virtual Training: Harassment, Diversity and Discrimination

AKORBI Virtual Training: Harassment, Diversity and Discrimination AKORBI Virtual Training: Harassment, Diversity and Discrimination Introduction In the workplace, when we hear the word harassment many of us think only of sexual harassment, which is not correct. And when

More information

Harassment Response Policy Reviewed Date Number HS0112 Revised Date Approved Date May 20, 2009

Harassment Response Policy Reviewed Date Number HS0112 Revised Date Approved Date May 20, 2009 Policy and Procedure Manual Agency Title Harassment Response Policy Reviewed Date Number HS0112 Revised Date Approved Date May 20, 2009 Introduction Simcoe Muskoka District Health Unit is committed to

More information

Mastery Test--Common Preventing Workplace Harassment California Supervisory Edition

Mastery Test--Common Preventing Workplace Harassment California Supervisory Edition Mastery Test--Common Preventing Workplace Harassment California Supervisory Edition 1. An individual filing a sexual harassment complaint must personally be the intended target of the behavior? Incorrect.

More information

ANTI-BULLYING POLICY

ANTI-BULLYING POLICY File: JICFB ANTI-BULLYING POLICY The Cambridge Public Schools is committed to creating a safe, caring, respectful learning environment for all students and strictly enforces a prohibition against bullying,

More information

EMPLOYER S LIABILITY FOR SEXUAL HARASSMENT BY SUPERVISORS. Charges of Sexual Harassment Are a Small Business Nightmare Statistics Bare This Out.

EMPLOYER S LIABILITY FOR SEXUAL HARASSMENT BY SUPERVISORS. Charges of Sexual Harassment Are a Small Business Nightmare Statistics Bare This Out. EMPLOYER S LIABILITY FOR SEXUAL HARASSMENT BY SUPERVISORS Charges of Sexual Harassment Are a Small Business Nightmare Statistics Bare This Out. Last year, 15,222 charges of sexual harassment were filed

More information

SAFE AND RESPECTFUL LEARNING ENVIRONMENT: BULLYING AND CYBERBULLYING

SAFE AND RESPECTFUL LEARNING ENVIRONMENT: BULLYING AND CYBERBULLYING CLARK COUNTY SCHOOL DISTRICT POLICY P-5137 SAFE AND RESPECTFUL LEARNING ENVIRONMENT: BULLYING AND CYBERBULLYING I. Introduction The Clark County School District is committed to providing a safe, secure,

More information

Hillsborough County Public Schools Policy Against Bullying and Harassment

Hillsborough County Public Schools Policy Against Bullying and Harassment HILLSBOROUGH COUNTY, FLORIDA 5517.01/page 1 of 7 Hillsborough County Public Schools Policy Against Bullying and Harassment It is the policy of Hillsborough County Public Schools that all of its students

More information

Miller School District Bullying Policy Regulations

Miller School District Bullying Policy Regulations Miller School District Bullying Policy ------------------Regulations I. Definitions A. Bullying means systematically and chronically inflicting physical hurt or psychological distress on one or more students

More information

SEXUAL HARASSMENT. Taylor s Special Care Services, Inc. Simon Pop, MBA Chief Operating Officer 2015-2016

SEXUAL HARASSMENT. Taylor s Special Care Services, Inc. Simon Pop, MBA Chief Operating Officer 2015-2016 SEXUAL HARASSMENT Taylor s Special Care Services, Inc. Simon Pop, MBA Chief Operating Officer 2015-2016 1 Agenda Overview-Why talk about sexual harassment? Why get training? Statistics What is sexual harassment?

More information

Burleson Independent School District. Anti-Bullying. Policies & Procedures Manual. Student Services Department

Burleson Independent School District. Anti-Bullying. Policies & Procedures Manual. Student Services Department Burleson Independent School District Anti-Bullying Policies & Procedures Manual Student Services Department TABLE OF CONTENTS INTRODUCTION... 1 WHAT IS BULLYING?... 2 Examples of Bullying:... 2 WHAT IS

More information

Like federal and state laws, the information in this booklet is gender neutral and applies equally to men and women.

Like federal and state laws, the information in this booklet is gender neutral and applies equally to men and women. CWEALF Publications Sexual Harassment in the Workplace Introduction Sexual harassment on the job is a form of sex discrimination. Although it is illegal and costly to the employer and the employee, it

More information

NSHE Policy Against Sexual Harassment and Complaint Procedure

NSHE Policy Against Sexual Harassment and Complaint Procedure NSHE Policy Against Sexual Harassment and Complaint Procedure Board of Regents Handbook Title 4, Chapter 8, Section 13 1. Sexual Harassment is Illegal Under Federal and State Law The Nevada System of Higher

More information

DISCRIMINATION AND HARRASSMENT POLICY (Employment)

DISCRIMINATION AND HARRASSMENT POLICY (Employment) LOCAL LAW NO.4 OF THE YEAR 1999 A local Law Establishing an Employment Discrimination and Harassment Policy for the Town of Kirkwood Adopted June 1, 1999 Be it enacted by the Town Board of the Town of

More information

Sexual Ethics in the Workplace

Sexual Ethics in the Workplace Sexual Ethics in the Workplace 1 Why Training To communicate the policy UWGB has in place to address this topic Training is the best way to ensure our policies are more than just pieces of paper. Communication

More information

GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE

GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE ANDREW M. CUOMO Governor HELEN DIANE FOSTER Commissioner GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE STATUTORY REQUIREMENTS Sex discrimination is unlawful pursuant to the New York

More information

Office of Institutional Equity and Compliance. Faculty & Staff Guide to Title IX

Office of Institutional Equity and Compliance. Faculty & Staff Guide to Title IX Office of Institutional Equity and Compliance Faculty & Staff Guide to Title IX What is Title IX? Title IX, Education Amendments of 1972 No person in the United States shall, on the basis of sex, be excluded

More information

Preventing & Dealing With Sexual Harassment. October 21, 2013

Preventing & Dealing With Sexual Harassment. October 21, 2013 Preventing & Dealing With Sexual Harassment October 21, 2013 Objectives Review the legal definition of sexual harassment Increase awareness of behaviors that constitute sexual harassment Learn Saint Joseph

More information

Moreover, sexual harassment is a violation of federal, state and county fair employment laws.

Moreover, sexual harassment is a violation of federal, state and county fair employment laws. Sexual harassment interferes with a productive working environment, interjects irrelevant considerations into personnel decisions and generally demeans employees who are victims of harassment. Moreover,

More information

Horrible Bosses and the Workplace Bully. Hostile Work Environment?

Horrible Bosses and the Workplace Bully. Hostile Work Environment? Horrible Bosses and the Workplace Bully Hostile Work Environment? There is a difference between a hostile work environment and a work environment that s hostile A hostile environment at work does not generally

More information

BULLYING/ANTI-HARASSMENT

BULLYING/ANTI-HARASSMENT BULLYING/ANTI-HARASSMENT The state of Mississippi has established legislation requiring Bullying Prevention to be taught in schools. Executive Summary The purpose of this policy is to assist the Mississippi

More information

Town of Salisbury 5 Beach Road Salisbury, Massachusetts 01952

Town of Salisbury 5 Beach Road Salisbury, Massachusetts 01952 Town of Salisbury 5 Beach Road Salisbury, Massachusetts 01952 This policy is applicable to all employees of the Town of Salisbury. For those employees covered by Collective Bargaining Agreements, the provisions

More information

SEXUAL HARASSMENT POLICY

SEXUAL HARASSMENT POLICY SEXUAL HARASSMENT POLICY It is the policy of the Holyoke Public Schools, in compliance with State and Federal laws and anti-discrimination laws to provide a working environment free from all forms of sexual

More information

HIGH SCHOOL FOR RECORDING ARTS

HIGH SCHOOL FOR RECORDING ARTS Adopted Revised High School for Recording Arts Bullying Prohibition Policy 1. Purpose Students have the right to be safe and free from threatening situations on school property and at school activities

More information

DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL

DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL Personnel Directive Subject: PROCEDURE FOR PREVENTING AND/OR RESOLVING PROBLEMS RELATED TO SEXUAL HARASSMENT ADOPTED BY THE BOARD OF PUBLIC WORKS, CITY OF LOS

More information

Chicago Public Schools Policy Manual

Chicago Public Schools Policy Manual Chicago Public Schools Policy Manual Title: COMPREHENSIVE NON-DISCRIMINATION, TITLE IX AND SEXUAL HARASSMENT Section: 102.8 Board Report: 08-0123-PO4 Date Adopted: January 23, 2008 Policy: THE CHIEF EXECUTIVE

More information

Bullying Definition. Bullying Behaviors

Bullying Definition. Bullying Behaviors Bullying Definition Bullying is defined by state law as engaging in written or verbal expression, expression through electronic means, or physical conduct that occurs on school property, at a school-sponsored

More information

Policy on Non-Discrimination and Equal Employment Opportunity

Policy on Non-Discrimination and Equal Employment Opportunity Supreme Court of Pennsylvania Unified Judicial System of Pennsylvania Policy on Non-Discrimination and Equal Employment Opportunity The Supreme Court of Pennsylvania declares that it is the policy of the

More information

Chapter 11. The NTF and NASS have agreed a dignity at work policy a copy of which is set out in the appendix to this chapter.

Chapter 11. The NTF and NASS have agreed a dignity at work policy a copy of which is set out in the appendix to this chapter. Chapter 11 HARASSMENT AND BULLYING/DIGNITY AT WORK 11.1 Harassment and bullying overview Harassment at work may give rise to a claim by an employee that they have been discriminated against on the grounds

More information

MANUAL OF POLICY. Equal Access/Equal Opportunity

MANUAL OF POLICY. Equal Access/Equal Opportunity POLICY NUMBER I-21 Page 1 of 16 A. Miami Dade College is an equal access/equal opportunity institution which does not discriminate on the basis of sex, race, color, marital status, age, religion, national

More information

Employees Guide to Understanding Sexual Harassment

Employees Guide to Understanding Sexual Harassment Employees Guide to Understanding Sexual Harassment Publication 553 July 1998 Dear Postal Employee: The United States Postal Service wants all employees to know that sexual harassment will not be tolerated

More information

Prevention of Sexual Harassment Policy/Training

Prevention of Sexual Harassment Policy/Training Prevention of Sexual Harassment Policy/Training Sexual Harassment Policy Employment and Affirmative Action Manual Policy (VI 8.2) All members of this community are expected and instructed to conduct themselves

More information

APPENDIX C. HARASSMENT, BULLYING, DISCRIMINATION, AND HATE CRIMES (Adaptedfrom the Attorney General's Safe Schools initiative)

APPENDIX C. HARASSMENT, BULLYING, DISCRIMINATION, AND HATE CRIMES (Adaptedfrom the Attorney General's Safe Schools initiative) APPENDIX C HARASSMENT, BULLYING, DISCRIMINATION, AND HATE CRIMES (Adaptedfrom the Attorney General's Safe Schools initiative) This section of the Code of Conduct has been adapted from the Greenfield Public

More information

Harassment and Discrimination Prevention Policy

Harassment and Discrimination Prevention Policy Harassment and Discrimination Prevention Policy Updated October 2013 POLICY The Clark University community depends, for the achievement of its goals, on an atmosphere of trust, tolerance, and respect.

More information

Department of Budget and Management

Department of Budget and Management Lawrence J. Hogan, Jr. Governor Boyd K. Rutherford Lieutenant Governor Department of Budget and Management David R. Brinkley Secretary Glynis Watford Statewide Equal Employment Opportunity Coordinator

More information

SWITZERLAND COUNTY School Corporation Policy Anti-Bullying Policy

SWITZERLAND COUNTY School Corporation Policy Anti-Bullying Policy SWITZERLAND COUNTY School Corporation Policy Anti-Bullying Policy SCSC POLICY 6.72 The following policy has been established by the school board of Switzerland County School Corporation regarding anti-bullying.

More information

August 2007 Education and Membership Development Department

August 2007 Education and Membership Development Department August 2007 Education and Membership Development Department Table of Contents Title VII of the Civil Rights Act of 1964 3 What is Sexual Harassment? 3 4 How Can Sexual Harassment Occur? 4 5 When is an

More information

NEW JERSEY STATE POLICY PROHIBITING DISCRIMINATION IN THE WORKPLACE

NEW JERSEY STATE POLICY PROHIBITING DISCRIMINATION IN THE WORKPLACE NEW JERSEY STATE POLICY PROHIBITING DISCRIMINATION IN THE WORKPLACE I. POLICY a. Protected Categories The State of New Jersey is committed to providing every State employee and prospective State employee

More information

ANTI-BULLYING AND HARASSMENT POLICY, 2011

ANTI-BULLYING AND HARASSMENT POLICY, 2011 Adopted by Council: May 9, 2011 Amended by Council: September 15, 2014 ANTI-BULLYING AND HARASSMENT POLICY, 2011 The Corporation of the District of Sooke ( District ) respects the rights and interests

More information

Policies and Risk Management

Policies and Risk Management Policies and Risk Management Helmet Policy The Ontario Snow Resorts Association and Mt. Dufour Ski Area recommend wearing helmets for skiing and riding. Skiers and snowboarders are encouraged to educate

More information

CITY OF HOUSTON. Executive Order. Workplace Discrimination and Harassment

CITY OF HOUSTON. Executive Order. Workplace Discrimination and Harassment CITY OF HOUSTON Executive Order E.O. No: 1-50 Effective Date: April 6, 2012 1. AUTHORITY 1.1 Article VI, Section 7a, City Charter of the City of Houston. 2. PURPOSES 2.1 To define workplace discrimination

More information

4014.2. PERSONNEL All Staff Permanent Personnel Conditions of Employment Equal Employment Opportunity/Anti-Harassment

4014.2. PERSONNEL All Staff Permanent Personnel Conditions of Employment Equal Employment Opportunity/Anti-Harassment PERSONNEL All Staff Permanent Personnel Conditions of Employment Equal Employment Opportunity/Anti-Harassment 4014.2 It is the policy of the Clintonville Public School District that no person may be illegally

More information

Sexual Harassment Awareness and Prevention Education Manual. Sexual Harassment is Illegal

Sexual Harassment Awareness and Prevention Education Manual. Sexual Harassment is Illegal Sexual Harassment Awareness and Prevention Education Manual This manual is to help educate the University community about sexual harassment in an effort to prevent its occurrence and to provide information

More information

STUDENT BULLYING PREVENTION AND INTERVENTION

STUDENT BULLYING PREVENTION AND INTERVENTION 0115 STUDENT BULLYING PREVENTION AND INTERVENTION The Board of Education is committed to providing an educational and working environment that promotes respect, dignity and equality. The Board recognizes

More information

3. Policy on Harassment including Sexual Harassment and Bullying

3. Policy on Harassment including Sexual Harassment and Bullying 3. Policy on Harassment including Sexual Harassment and Bullying Schedule C Introduction Lincoln College is committed to equal opportunities and to providing an environment in which all staff (both employees

More information

Non-Discrimination and Anti-Harassment Policy OP 03.03

Non-Discrimination and Anti-Harassment Policy OP 03.03 Non-Discrimination and Anti-Harassment Policy OP 03.03 Policy Mississippi State University is committed to assuring that the University and its programs are free from discrimination and harassment based

More information

PROHIBITION AGAINST ILLEGAL DISCRIMINATION AND HARASSMENT

PROHIBITION AGAINST ILLEGAL DISCRIMINATION AND HARASSMENT PROHIBITION AGAINST ILLEGAL DISCRIMINATION AND HARASSMENT General Rule The Bunker R-III School District Board of Education is committed to maintaining a workplace and educational environment that is free

More information

POLICY 5111 ANTI-BULLYING/HARASSMENT/HATE

POLICY 5111 ANTI-BULLYING/HARASSMENT/HATE POLICY 5111 Purpose/Introduction: The Kenosha Unified School District strives to provide a safe, secure and respectful learning environment for all students in school buildings, on school grounds, in school

More information

Prosecuting Attorneys Council of Georgia

Prosecuting Attorneys Council of Georgia 1. Purpose. The purpose of this policy is to maintain a healthy work environment in which all individuals are treated with respect and dignity and to provide procedures for reporting, investigating and

More information

SEXUAL HARASSMENT POLICY STATEMENT

SEXUAL HARASSMENT POLICY STATEMENT SEXUAL HARASSMENT POLICY STATEMENT The company is committed to providing a workplace that is free from all forms of discrimination, including sexual harassment. Any employee's behavior that fits the definition

More information

HealthStream Regulatory Script

HealthStream Regulatory Script HealthStream Regulatory Script Sexual Harassment in the Workplace Version: May 2008 Lesson 1: Introduction Lesson 2: What Is Sexual Harassment? Lesson 3: Responsibilities of Employers and Employees Lesson

More information

Sexual Harassment in the Workplace

Sexual Harassment in the Workplace Sexual Harassment in the Workplace Learning Objectives Definition of sexual harassment Learning the different types of sexual harassment Identifying sexual harassment Steps to filing a complaint Unwelcome

More information

BP 5131.2(a) Students BULLYING

BP 5131.2(a) Students BULLYING Students BP 5131.2(a) BULLYING The Governing Board recognizes the harmful effects of bullying on student learning and school attendance and desires to provide safe school environments that protect students

More information

Equal opportunities and dignity at work policy

Equal opportunities and dignity at work policy Equal opportunities and dignity at work policy Aims In line with the Equality Act 2010 1, this policy aims to ensure everyone has the right to be treated fairly at work or when using our services. The

More information

Canadian Pacific Railway

Canadian Pacific Railway Canadian Pacific Railway Policy 1300 Discrimination and Harassment Policy All Employees and Applicants (Canada) Issuing Department: Human Resources Policy Statement CPR is committed to our corporate values

More information

ESPERANZA ELEMENTARY ANTI-BULLYING PROTOCOL

ESPERANZA ELEMENTARY ANTI-BULLYING PROTOCOL ESPERANZA ELEMENTARY ANTI-BULLYING PROTOCOL Bullying The purpose of the rule is to require LEAs to implement bullying, cyber-bullying, hazing and harassment policies district and school wide; to provide

More information

Town of Amherst. Policy Against Sexual Harassment and Unlawful Harassment

Town of Amherst. Policy Against Sexual Harassment and Unlawful Harassment Town of Amherst Policy Against Sexual Harassment and Unlawful Harassment Revised March 2013 Town of Amherst Policy Against Sexual Harassment and Unlawful Harassment I. Policy Statement It is the policy

More information

How to Protect Students from Sexual Harassment: A Primer for Schools

How to Protect Students from Sexual Harassment: A Primer for Schools How to Protect Students from Sexual Harassment: A Primer for Schools This fact sheet is part of a series of tools designed by the National Women s Law Center to help schools address the dropout crisis.

More information

Workplace Harassment

Workplace Harassment Workplace Harassment Workplace Harassment In the workplace, when we hear the word harassment many of us think only of sexual harassment. However, illegal harassment can also occurs based on an employee

More information

Department of Homeland Security DHS Directives System Directive Number: 256-01 Revision Number: 00. Issue Date: ANTI HARASSMENT POLICY

Department of Homeland Security DHS Directives System Directive Number: 256-01 Revision Number: 00. Issue Date: ANTI HARASSMENT POLICY I. Purpose Department of Homeland Security DHS Directives System Directive Number: 256-01 Revision Number: 00 Issue Date: ANTI HARASSMENT POLICY This Directive is intended to prohibit and prevent harassment

More information

Bullying and the Law: A Guide for Parents By Adele Kimmel, Esquire Public Justice,

Bullying and the Law: A Guide for Parents By Adele Kimmel, Esquire Public Justice, Bullying and the Law: A Guide for Parents By Adele Kimmel, Esquire Public Justice, www.publicjustice.net Adele Kimmel is the head of Public Justice s Anti-Bullying Campaign, which represents bullying victims

More information

Policy and Responsibility

Policy and Responsibility MURRAY CITY SCHOOL DISTRICT Statement of... NUMBER: PS 418 EFFECTIVE: 09/13/2006 REVISION: 02/10/2010 PAGES: 6 Policy and Responsibility SUBJECT: BULLYING AND HAZING Statement of Purpose The Murray City

More information

POLICY ON WORKPLACE HARASSMENT

POLICY ON WORKPLACE HARASSMENT POLICY ON WORKPLACE HARASSMENT VERSION 1.0 POLICY ON WORKPLACE HARASSMENT A. Introduction 1. Perbadanan Insurans Deposit Malaysia ( PIDM ) is fully committed to a safe, healthy and harassment-free work

More information

Sexual Assault and Sexual Harassment: Definitions, Prevention and Resource Information

Sexual Assault and Sexual Harassment: Definitions, Prevention and Resource Information Sexual Assault and Sexual Harassment: Definitions, Prevention and Resource Information Sexual assault and sexual harassment are serious problems that demand our immediate attention. At the University of

More information

READING SCHOOL DISTRICT

READING SCHOOL DISTRICT No. 348.1 READING SCHOOL DISTRICT SECTION: TITLE: ADMINISTRATIVE EMPLOYEES BULLYING/CYBERBULLYING AND HARASSMENT ADOPTED: March 25, 2009 REVISED: 348.1. BULLYING/CYBERBULLYING AND HARASSMENT 1. Purpose

More information

X-11 DISCRIMINATION AND HARASSMENT VIOLATIONS 1 OF 10 (includes sexual harassment)

X-11 DISCRIMINATION AND HARASSMENT VIOLATIONS 1 OF 10 (includes sexual harassment) 1 OF 10 The university seeks to provide an educational community and workplace free of prohibited discrimination and harassment. To that end, it has adopted the following nondiscrimination statement: Elon

More information

FTHRA Workplace Harassment Training. BLR BLR Business & Legal & Legal Resources 1408

FTHRA Workplace Harassment Training. BLR BLR Business & Legal & Legal Resources 1408 FTHRA Workplace Harassment Training BLR BLR Business & Legal & Legal Resources 1408 1301 What Is Harassment? Harassment is unwelcome behavior directed at a member of a protected group Harassment usually

More information

The State of Sexual Harassment in America: What is the Status of Sexual Harassment in the US Workplace Today?

The State of Sexual Harassment in America: What is the Status of Sexual Harassment in the US Workplace Today? The State of Sexual Harassment in America: What is the Status of Sexual Harassment in the US Workplace Today? Steven V. Cates, DBA, SPHR Lynn Machin, Kaplan University, USA ABSTRACT The purpose of this

More information

Sexual Harassment Awareness Training & Prevention

Sexual Harassment Awareness Training & Prevention Sexual Harassment Awareness Training & Prevention Opportunity Development Center Anti-Harassment Policy: HR-002 Introduction Basic facts about sexual harassment: Sexual harassment is a form of sex discrimination

More information

BERKELEY COLLEGE Equal Opportunity Policy

BERKELEY COLLEGE Equal Opportunity Policy BERKELEY COLLEGE Equal Opportunity Policy Purpose Recognizing that its diversity greatly enhances the workplace and opportunities for learning, Berkeley is firmly committed to providing all associates,

More information

The Williston Northampton School Bullying Prevention and Intervention Plan (the. August 2014

The Williston Northampton School Bullying Prevention and Intervention Plan (the. August 2014 The Williston Northampton School Bullying Prevention and Intervention Plan August 2014 I. Introduction At the Williston Northampton School (the School or Williston ), we expect that all members of our

More information

ARCHDIOCESE OF BALTIMORE THE DEPARTMENT OF CATHOLIC SCHOOLS 320 CATHEDRAL STREET, BALTIMORE, MD 21201

ARCHDIOCESE OF BALTIMORE THE DEPARTMENT OF CATHOLIC SCHOOLS 320 CATHEDRAL STREET, BALTIMORE, MD 21201 ARCHDIOCESE OF BALTIMORE THE DEPARTMENT OF CATHOLIC SCHOOLS 320 CATHEDRAL STREET, BALTIMORE, MD 21201 Bullying Prevention, Intervention and Response Policy I. Policy Statement Bullying, harassment, or

More information

Workplace Anti-Harassment Policy (Alberta)

Workplace Anti-Harassment Policy (Alberta) Workplace Anti-Harassment Policy (Alberta) Intent It is public policy in Canada to recognize the dignity and worth of every person and to provide for equal rights and opportunities free of discrimination.

More information

Bender s Article on MCAD Sexual Harassment Guidelines. by David B. Wilson 1. Introduction

Bender s Article on MCAD Sexual Harassment Guidelines. by David B. Wilson 1. Introduction Bender s Article on MCAD Sexual Harassment Guidelines The Massachusetts Commission Against Discrimination s Sexual Harassment Guidelines: Blueprint for Proper Behavior in the People s Republic of Massachusetts

More information

Acalanes Union HSD Board Policy Sexual Harassment

Acalanes Union HSD Board Policy Sexual Harassment Acalanes Union HSD Board Policy Sexual Harassment BP 5145.7 Students The Governing Board is committed to maintaining a safe school environment that is free from harassment and discrimination. The Board

More information

ROYAL AUSTRALASIAN COLLEGE OF SURGEONS Division Relationships & Advocacy Ref. No. REL-GOV-028. Discrimination, Bullying and Sexual Harassment

ROYAL AUSTRALASIAN COLLEGE OF SURGEONS Division Relationships & Advocacy Ref. No. REL-GOV-028. Discrimination, Bullying and Sexual Harassment 1. PURPOSE AND SCOPE The Royal Australasian College of Surgeons (the College) is committed to equality of opportunity and ensuring that the working and training environment is free from bullying, harassment

More information

The Minimum Wage. When should you receive more than the minimum wage?

The Minimum Wage. When should you receive more than the minimum wage? The Minimum Wage In AZ, the minimum wage is $8.05/hr. Almost all workers in Arizona have the right to receive the minimum wage. Your immigration status doesn t matter at all. When should you receive more

More information

SCHOOL DISTRICT No. 36 (SURREY) No REGULATION: DISCRIMINATION AND BULLYING AND HARASSMENT: REPORTING AND INVESTIGATION PROCEDURES

SCHOOL DISTRICT No. 36 (SURREY) No REGULATION: DISCRIMINATION AND BULLYING AND HARASSMENT: REPORTING AND INVESTIGATION PROCEDURES SCHOOL DISTRICT No. 36 (SURREY) 1. Definitions 1.1 Bullying and Harassment: inappropriate conduct or comment by a person towards an employee that the person knew or reasonably ought to have known would

More information

LABOR AND EMPLOYMENT ALERT

LABOR AND EMPLOYMENT ALERT November 2006 LABOR AND EMPLOYMENT ALERT SEXUAL HARASSMENT AND RETALIATION IN THE WORKPLACE: WHAT NONPROFITS NEED TO KNOW When it comes to the law of sexual harassment and retaliation, nonprofit organizations

More information

COLUMBIA COLLEGE CHICAGO 1 ANTI-DISCRIMINATION & HARASSMENT POLICY

COLUMBIA COLLEGE CHICAGO 1 ANTI-DISCRIMINATION & HARASSMENT POLICY COLUMBIA COLLEGE CHICAGO 1 Section I. Statement of Policy Columbia is committed to maintaining an environment that respects the dignity of all individuals. Accordingly, Columbia will not tolerate harassment

More information

Anti Harassment and Bullying Policy

Anti Harassment and Bullying Policy Anti Harassment and Bullying Policy Document Control Title : Anti Harassment and Bullying Policy Applicable to : All Staff and Executive Officers Date last reviewed : February 2014 Procedure Owner : People

More information

WESTFIELD PUBLIC SCHOOLS SEXUAL HARASSMENT POLICY

WESTFIELD PUBLIC SCHOOLS SEXUAL HARASSMENT POLICY File: ACAB WESTFIELD PUBLIC SCHOOLS SEXUAL HARASSMENT POLICY I. Introduction It is the goal and policy of Westfield Public Schools to promote a workplace and learning environment that is free of sexual

More information

ADMINISTRATIVE POLICY

ADMINISTRATIVE POLICY POLICY 14-UMBER &/tay2-6t/v ISSUED Edward Mar _ City _Manager March 13, 1997 REVISIONS REVISED SECTION III. Legal Ramifications IV. Policy Implementation V. Non-Retaliation VI. Notification SUBJECT: POLICY

More information

UNIVERSITY OF CALIFORNIA, MERCED POLICY REGARDING WORKPLACE VIOLENCE, BIAS INCIDENTS, HATE CRIMES AND DISRUPTIVE BEHAVIORS POLICY NUMBER: 757

UNIVERSITY OF CALIFORNIA, MERCED POLICY REGARDING WORKPLACE VIOLENCE, BIAS INCIDENTS, HATE CRIMES AND DISRUPTIVE BEHAVIORS POLICY NUMBER: 757 UNIVERSITY OF CALIFORNIA, MERCED POLICY REGARDING WORKPLACE VIOLENCE, BIAS INCIDENTS, HATE CRIMES AND DISRUPTIVE BEHAVIORS POLICY NUMBER: 757 RESPONSIBLE OFFICIAL: Vice Chancellor Administration EFFECTIVE

More information

ANNUAL PUBLIC NOTICES

ANNUAL PUBLIC NOTICES ANNUAL PUBLIC NOTICES SAFE ENVIRONMENT PROGRAM - EMPLOYEES AND VOLUNTEERS All employees of the diocese, parishes or schools, as well as volunteers, who have regular contact with children, are required

More information

WORKPLACE BULLYING & HARASSMENT

WORKPLACE BULLYING & HARASSMENT WORKPLACE BULLYING & HARASSMENT Category: Policy Doc ID: JT-HR-POL-0002 Version: 8.0 At JTMEC Pty Ltd ( JTMEC ) we are committed to providing a safe and healthy workplace at all of our work sites in which

More information

MINNESOTA STATE COLLEGES AND UNIVERSITIES BOARD OF TRUSTEES. Agenda Item Summary Sheet

MINNESOTA STATE COLLEGES AND UNIVERSITIES BOARD OF TRUSTEES. Agenda Item Summary Sheet MINNESOTA STATE COLLEGES AND UNIVERSITIES BOARD OF TRUSTEES Agenda Item Summary Sheet Committee: Diversity and Equity Date of Meeting: October 17, 2012 Agenda Item: Proposed Amendments to Board Policy

More information

SEXUAL HARASSMENT POLICY

SEXUAL HARASSMENT POLICY Court Services and Offender Supervision Agency for the District of Columbia POLICY STATEMENT I. COVERAGE SEXUAL HARASSMENT POLICY This Policy Statement is addressed to all Court Services and Offender Supervision

More information