NON DISCRIMINATION POLICY非歧视政策.pptVIP

A/F Review Question #11Training program structure, curriculumNON DISCRIMINATION POLICY Montana State University – Billings Non-Discrimination Employment Practices Admissions Access to Conduct of educational programs Discrimination Types Race Sex Color National Origin Sexual Orientation Religion Age Disability Marital Status Parental Status Harassment of EmployeesBy Co-Workers Fellow Students Superiors Staff Faculty Administration Non-Employee / Student IS UNACCEPTABLE Sexual Harassment Includes Unwelcome Sexual Advances Request for Sexual Favors Verbal Conduct Physical Conduct Categories of Sexual Harassment Quid Pro Quo Hostile Working Environment Quid Pro Quo Unwelcome Sexual Advances or Conduct Condition of Employment / Education Power to Coerce Ability to Reward or Punish Hostile Environment Unwelcome Sexual Conduct that unreasonably interferes with performance Creates an intimidating, hostile or offensive working or learning environment VISUAL Constant Leering Offensive Signs Gestures Pornographic or other offensive materials VERBAL Jokes Sexual Suggestions Highly Personal Innuendoes Explicit Propositions Hazing or comments about gender, abilities PHYSICAL Patting Squeezing Pinching Kissing Fondling Forced Sexual Assault or Rape How the Courts Decide Hostile Work Environment Charges The focus is on perspective of the victim Reasonable person Not necessary to show severe psychological harm to victims to establish violation Harassment – Costly Proposition Damage to reputations – both victim perpetrator Damage to career – both victim perpetrator Organizational image damaged Litigation preparatory steps expensive, time-consuming Potential for Supervisor to face personal litigation Corrective / Preventive Measures Stop the Harassment Serve as a Role Model Refer students to the policy in handbook Report the incident Ask the following Would I want someone else to act this way toward a person that is close to me? Is there equal i