© 2008 brigham young university–idaho sexual harassment prevention training

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  • Slide 1
  • 2008 Brigham Young UniversityIdaho Sexual Harassment Prevention Training
  • Slide 2
  • 2008 Brigham Young UniversityIdaho The purpose of this course is to provide training to you on the BYU- Idaho sexual harassment policy. The official policy is entitled Sexual Harassment, Unlawful Gender-Based Discrimination, and Inappropriate Gender-Based Behavior. (Policy No. 2-13) YOU CAN ACCESS THE ENTIRE POLICY BY CLICKING HERE This online course consists of 38 slides and should take approximately 1 hour to complete. YOU CAN ACCESS THE ENTIRE POLICY BY CLICKING HERE Introduction
  • Slide 3
  • 2008 Brigham Young UniversityIdaho Why Training? Sexual harassment is against the law. Sexual harassment is a violation of the BYU-Idaho Honor Code. (please read) BYU-Idaho Honor Code Sexual harassment is contrary to the teachings of the Church. Why Sexual Harassment Prevention Training?
  • Slide 4
  • 2008 Brigham Young UniversityIdaho What is BYU-Idaho's Policy? The university prohibits sexual harassment against all persons involved in the campus community, including administrators, faculty, staff, students, visitors, vendors, contractors, and other third parties. In addition, Title VII of the Civil Rights Act and Title IX of the Educational Amendments of 1972 prohibit sexual harassment in employment and in academic settings, respectively.Title VII of the Civil Rights ActTitle IX of the Educational Amendments of 1972 What is BYU-Idaho's Policy on Sexual Harassment?
  • Slide 5
  • 2008 Brigham Young UniversityIdaho The university also prohibits unlawful gender-based discrimination and inappropriate gender-based behavior in the workplace or in an academic setting directed at another due to that person's gender. Inappropriate gender-based behavior is conduct which violates the Church Educational System Honor Code or the individual dignity of university personnel, students, or campus visitors, but which does not rise to the level of unlawful sexual harassment or unlawful gender-based discrimination. What is BYU-Idaho's Policy?
  • Slide 6
  • 2008 Brigham Young UniversityIdaho Sexual harassment, unlawful gender-based discrimination, and inappropriate gender-based behavior perpetrated by students, not acting in the capacity of a university employee, is also covered by this policy and is implemented through the coordinated efforts of the Human Resources Office and the Student Honor Office. Any inappropriate behavior, as defined in the Sexual Harassment, Unlawful Gender-Based Discrimination, and Inappropriate Gender-Based Behavior Policy, may result in disciplinary actions. What is BYU-Idaho's Policy?
  • Slide 7
  • 2008 Brigham Young UniversityIdaho A Closer Look at the Policy 1. Sexual harassment 2. Unlawful gender-based discrimination 3. Inappropriate gender- based behavior What is the difference between:
  • Slide 8
  • 2008 Brigham Young UniversityIdaho 1. Sexual Harassment No clear and easily applied legal definition of sexual harassment can be simply stated. However, guidelines as to what constitutes unlawful sexual harassment have been developed by anti-discrimination agencies such as the U.S. Equal Employment Opportunity Commission and through U.S. Supreme Court decisions. The conduct does not necessarily have to relate to sexual activity. The law forbids any treatment of an employee or student at the university that disadvantages the person only because that person is a man or a woman.U.S. Equal Employment Opportunity Commission Any abusive, severe, and pervasive conduct directed to one gender in the workplace or in a university academic setting may be unlawful sexual harassment.
  • Slide 9
  • 2008 Brigham Young UniversityIdaho Unlawful sexual harassment falls into two separate categories of "quid pro quo" and "hostile environment" sexual harassment. Quid pro quo sexual harassment is present when: there is an express or implied request or demand for sexual favors there is an express or implied threat to a tangible employment or academic benefit related to the employee's or student's acceptance or rejection of the request or demand the person making the request or demand is in a position to implement the threat 1. Sexual Harassment
  • Slide 10
  • 2008 Brigham Young UniversityIdaho Hostile environment sexual harassment is conduct directed at a person due to gender which is so severe or pervasive that it substantially and negatively interferes with the ability of the person against whom the conduct is directed to perform employment or academic functions. To constitute unlawful hostile environment sexual harassment, the harassing conduct must be excessive, pervasive, severe, or part of a continuing pattern or practice. Occasional or sporadic offensive behavior of a mild nature is against university policy and subject to disciplinary action, even though the behavior may not rise to the level of unlawful hostile environment sexual harassment. 1. Sexual Harassment
  • Slide 11
  • 2008 Brigham Young UniversityIdaho 2. Unlawful Gender-Based Discrimination Under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and the Age Discrimination in Employment Act, it is illegal to discriminate in any aspect of employment, including:Title VII of the Civil Rights Act of 1964 Americans with Disabilities ActAge Discrimination in Employment Act hiring and firing compensation, assignment, or classification of employees transfer, promotion, layoff, or recall job advertisements recruitment testing use of company facilities training and apprenticeship programs fringe benefits pay, retirement plans, and disability leave other terms and conditions of employment
  • Slide 12
  • 2008 Brigham Young UniversityIdaho Discriminatory practices under these laws also include: harassment on the basis of race, color, religion, gender, national origin, disability, or age retaliation against an individual for filing a charge or participating in an investigation employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain gender, race, age, religion, or ethnic group, or individuals with disabilities denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability 2. Unlawful Gender-Based Discrimination
  • Slide 13
  • 2008 Brigham Young UniversityIdaho NOTE: Private religious institutions may be exempt from some aspects of the application of these laws. For example, BYU-Idaho reserves the right under the law to prefer members in good standing with The Church of Jesus Christ of Latter-day Saints in employment and enrollment. 2. Unlawful Gender-Based Discrimination
  • Slide 14
  • 2008 Brigham Young UniversityIdaho 3. Inappropriate Gender-Based Behavior The universitys definition of inappropriate gender-based behavior is any inappropriate behavior in the workplace or in the academic setting directed at another due to that person's gender and which violates the Honor Code or the individual dignity of university personnel, students, or campus visitors, but which does not rise to the level of unlawful sexual harassment. This policy creates a behavioral expectation of respect and appropriateness for all university personnel, students, and campus visitors. It does not create an independent basis for a claim against the university. The conduct does not necessarily have to be sexual in nature.
  • Slide 15
  • 2008 Brigham Young UniversityIdaho The following is a list of examples of inappropriate gender-based behavior. These behaviors, if severe and pervasive, could rise to the level of unlawful sexual harassment. Repeated stereotypical gender-based remarks Sexually oriented joking, flirting, or comments Unwelcome touching or any touching of a sexual nature Verbal or physical abuse Graphic sexually oriented comments about an individual's body Derogatory or demeaning comments concerning gender Any perceived disrespectful behavior attributable to gender Offensive or crude language Display of objects or pictures which are sexual in nature Persistent and unwanted attempts to change a professional and/or academic relationship into a personal one 3. Inappropriate Gender-Based Behavior
  • Slide 16
  • 2008 Brigham Young UniversityIdaho Dating or romantic relationships at the academic or work- related level between persons where a power differential exists (e.g., professor to student, teaching assistant to student, supervisor to employee or subordinate) should be avoided. If such a relationship exists, it should be approved by supervisors, and, as a general rule, not entered into or continued while one individual has the power to either reward or penalize the other. University personnel or students who believe they have been subjected to inappropriate gender-based behavior should follow the procedure for reporting, investigation, and resolution as outlined in the university policy. 3. Inappropriate Gender-Based Behavior
  • Slide 17
  • 2008 Brigham Young UniversityIdaho Procedures for Reporting I. Employees and Campus Visitors Persons who believe they have been subjected to unlawful sexual harassment, unlawful gender-based discrimination, or have been subjected to inappropriate gender-based behavior where the alleged perpetrator is a faculty member, administrator, staff, student employee, or a campus visitor are encouraged, if practicable and if the incident is minor and is

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