Anti-Discrimination & Anti-Discrimination & Harassment PolicyHarassment Policy

University of Louisiana at University of Louisiana at MonroeMonroe

Anti-Discrimination & Harassment PolicyAnti-Discrimination & Harassment Policy

ULM is committed to maintain an ULM is committed to maintain an environment free from discrimination and environment free from discrimination and harassment for all employees and students.harassment for all employees and students.

All members of the University community All members of the University community should be treated with dignity and fairness.should be treated with dignity and fairness.

All members of the University community All members of the University community will be held accountable for compliance.will be held accountable for compliance.

Anti-Discrimination & Anti-Discrimination & Harassment PolicyHarassment Policy

Ensure that employees and supervisors are Ensure that employees and supervisors are aware that discrimination, harassment, and aware that discrimination, harassment, and retaliation is prohibitedretaliation is prohibited

Provide a venue for complaints for victims Provide a venue for complaints for victims and alleged offenders and a means to bring and alleged offenders and a means to bring their complaints to the attention of their complaints to the attention of appropriate personnelappropriate personnel

Take prompt and corrective action when Take prompt and corrective action when discrimination, harassment, or retaliation discrimination, harassment, or retaliation comes to the employer’s attentioncomes to the employer’s attention

Employer’s ObligationEmployer’s Obligation

HarassmentHarassment is a form ofis a form of misconduct which undermines the integrity of personal, misconduct which undermines the integrity of personal, professional, employee and student relationships.professional, employee and student relationships.

Harassment may be any behavior that alters a person’s terms or conditions of Harassment may be any behavior that alters a person’s terms or conditions of employment because of a characteristic that is protected by state or federal law. employment because of a characteristic that is protected by state or federal law.

Harassment includes offensive jokes, comments, statements which invoke a person’s Harassment includes offensive jokes, comments, statements which invoke a person’s race, color, religion, age, national origin, genetics, sex, disability, veteran status, or any race, color, religion, age, national origin, genetics, sex, disability, veteran status, or any other protected status. other protected status.

DefinitionDefinition

Quid Pro Quo – Quid Pro Quo – “something for something” “something for something” occurs when submission to harassing conduct occurs when submission to harassing conduct

is made as a condition of educational benefits, is made as a condition of educational benefits, employment, or advancement.employment, or advancement.

Hostile or Offensive EnvironmentHostile or Offensive Environment occurs when harassment is unwelcome, occurs when harassment is unwelcome,

pervasive or so continuous that it creates a pervasive or so continuous that it creates a hostile or intimidating working environment.hostile or intimidating working environment.

Forms of HarassmentForms of Harassment

Conditions present for harassment:Conditions present for harassment:

Either explicit (clear) or implicit (implied) condition, used Either explicit (clear) or implicit (implied) condition, used as basis for employment or academic evaluationas basis for employment or academic evaluation

Submission to or tolerance of the conductSubmission to or tolerance of the conduct

Submission to or rejection of the conductSubmission to or rejection of the conduct

Conduct interferes with work performanceConduct interferes with work performance

Conduct interferes with a students’ academic Conduct interferes with a students’ academic performanceperformance

Harassment ConditionsHarassment Conditions

Unwelcome:Unwelcome:TouchingTouching FlirtationFlirtation JokesJokes StoriesStories Frequent or repeated advances or Frequent or repeated advances or propositionspropositions Requests for sexual favorsRequests for sexual favors Vulgar/foul languageVulgar/foul language

Inappropriate Inappropriate Conduct/BehaviorConduct/Behavior

Statements or innuendoes designed to humiliate Statements or innuendoes designed to humiliate or embarrass – race, religion, sex, age, disability, or embarrass – race, religion, sex, age, disability, etc.etc.

Offensive verbal or physical contact of a sexual Offensive verbal or physical contact of a sexual naturenature

Display of sexually explicit materials or pictures in Display of sexually explicit materials or pictures in the workplace the workplace

Inappropriate Inappropriate Conduct/BehaviorConduct/Behavior

Romantic relationships are discouraged by Romantic relationships are discouraged by the University if these relationships involve a the University if these relationships involve a significant power differential such as:significant power differential such as:

Faculty and students/teaching assistantsFaculty and students/teaching assistants Supervisor and SubordinatesSupervisor and Subordinates Employees and StudentsEmployees and Students

Consensual RelationshipsConsensual Relationships

WHEN IN DOUBT, DON’T DO ITWHEN IN DOUBT, DON’T DO IT

Power DifferentialsPower Differentials

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

Filing ComplaintsFiling Complaints

Complaint should be in writing and Complaint should be in writing and should include the following should include the following information:information:

Details of the incident(s) or conductDetails of the incident(s) or conduct Dates and locations of incident(s) or conductDates and locations of incident(s) or conduct Witnesses to the alleged incident or conductWitnesses to the alleged incident or conduct Previous actions of harassment, Previous actions of harassment,

discrimination, or retaliation reporteddiscrimination, or retaliation reported Desired resolution of complaintDesired resolution of complaint

GuidelinesGuidelines

Alleged offender shall be notified of Alleged offender shall be notified of complaint within complaint within 10 working days10 working days

Alleged offender shall respond to alleged Alleged offender shall respond to alleged complaint within complaint within 10 working days 10 working days and and address each incident of alleged conductaddress each incident of alleged conduct

Notice of Non-response is sent to alleged Notice of Non-response is sent to alleged offender if no response to complaint is offender if no response to complaint is receivedreceived

The investigation will proceed without the The investigation will proceed without the alleged offender’s responsealleged offender’s response

Rights of the AccusedRights of the Accused

Review and investigate the complaintReview and investigate the complaint Collect and clarify all available facts about the Collect and clarify all available facts about the

alleged incidentalleged incident May meet with the complainant and the May meet with the complainant and the

alleged offenderalleged offender Determine if the University’s Determine if the University’s Anti-Anti-

Discrimination & Harassment PolicyDiscrimination & Harassment Policy has been has been violatedviolated

Recommend appropriate relief and disciplinary Recommend appropriate relief and disciplinary action to the President of the Universityaction to the President of the University

Equal Employment Equal Employment Opportunity Advisory Opportunity Advisory

CommitteeCommittee

EEO Committee will investigate formal EEO Committee will investigate formal complaintcomplaint To begin within To begin within 15 working days 15 working days from from

receipt of the formal complaint filing datereceipt of the formal complaint filing date EEO Committee will provide a report to the EEO Committee will provide a report to the

PresidentPresident Detailed findings and recommendationsDetailed findings and recommendations Recommended corrective actionsRecommended corrective actions

Either party has a Right to AppealEither party has a Right to Appeal President of the University of Louisiana President of the University of Louisiana

System Board of SupervisorsSystem Board of Supervisors

Equal Employment Equal Employment Opportunity Advisory Opportunity Advisory

CommitteeCommittee

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

Retaliation/False Retaliation/False InformationInformation

Anti-Discrimination & Anti-Discrimination & Harassment PolicyHarassment Policy

The Anti-Discrimination & Harassment Policy The Anti-Discrimination & Harassment Policy may be viewed in its entirety on the ULM may be viewed in its entirety on the ULM Human Resources Department website.Human Resources Department website.

For questions regarding this policy contact:For questions regarding this policy contact:Department of Human ResourcesDepartment of Human Resources

www.ulm.edu/hrwww.ulm.edu/hr318-342-5140318-342-5140