Expectations - Harassment Free and Respectful Conduct July, 2008

Our Promise to YOU Provide an environment that values the unique contributions you bring to the Health Center. Implement effective policies and programs:  standard for fair and respectful behavior  procedures for dealing with such behavior  ensures improved environment

Your Responsibility Know the Health Center policies, programs and procedures. Including Department of Correction Administrative Directives if assigned to the Correctional Managed Health Care program (CMHC). Understand how your behavior could cause harm to others in the environment. Be familiar with the State and Federal legal requirements for a fair and respectful place of work and education.

Harassment Free and Respectful Workplace Policies Affirmative Action, Non-Discrimination and Equal Employment Opportunity discrimination or harassment based on race, ethnicity, religion, age, sex, sexual orientation, marital status, veteran status, national origin, ancestry, disability is prohibited. Prohibition of Sexual Harassment sexual harassment is a type of illegal sex discrimination and is prohibited. No faculty, administrative and/or staff supervisors should enter into a consensual relationship with a student/trainee actually under that individual’s authority.

 Department of Correction Administrative Directive 2.2 (for CMHC employees only). The provisions of this policy are intentionally broader than the prohibitions against sexual harassment provided under State and Federal law.  Policy: Persons with Disabilities a person with a disability must be ensured the same access to programs, opportunities and activities. Reasonable accommodations will be made. Harassment Free and Respectful Workplace Policies

HIV/AIDS Non- Discrimination no person will be discriminated against at the workplace as a result of having or being at risk of acquiring HIV/AIDS. Policy Statement on Racism and Acts of Intolerance UCHC condemns all forms of racist expression or acts of intolerance which is any form of abusive behavior directed towards an individual or group because of race, color, ethnicity, religious creed, age, sex, sexual orientation, marital status, veteran status Policy: Rules of Conduct conducting oneself in any manner which is offensive, intimidating, threatening or contrary to common decency or morality; carrying out any form of harassment including sexual harassment is cause of disciplinary action up to an including dismissal...

Harassment Free and Respectful Workplace Policies Policy: Rules of Conduct con’t retaliating in any form or manner towards an employee for reporting a violation of any Federal or State statute or regulation or Health Center rule procedure is cause for disciplinary action.

Examples of Prohibited Discriminatory Harassment Attending physician asks female employees to ‘brace themselves’ as they are about to see something that ‘makes all women squeamish wimps’. Employee tells everyone that a co-employee is an affirmative action token. Employees joke among each other about patients who have limited English proficiency. The Manager invites employees to his house to play a game of poker and displays a public invitation sign. Someone marks up the sign and changes the word poker to ‘poke-all-hers’.

Examples of Prohibited Discriminatory Harassment The ‘employee joker’ is known for imitating the Manager who has a prosthetic leg. It is common for new employees to be asked about their sexual relationships and expect to get advice from more senior employees. Employees that don’t participate in conversations about sexual partners, are asked if they are gay or lesbian. A employee refused to be on a rotation with a co-employee because he was at the age when his memory would start to ‘slip’. Employees not born in the United States are referred to as ‘western wannabes’.

Psychological Humiliation Fear Self-doubt Guilt Anger Powerlessness Withdrawal Stress Effects of Harassment on the Victim

Negative Business Consequences Public relations problems Recruitment difficulties Diminished reputation Loss of public trust Polarization by gender, race, ethnicity Legal expenses Reduced productivity Increase use of leave benefits Loss of funding Increased safety risks (especially with CMHC) Effects of Harassment on the Institution

Negative career impact Disciplined up to and including termination for internal policy violation Damaged reputation Required remediation Potential liability to the victim for all harm suffered Out of pocket legal costs Limit on future career choices Effects of Harassment on the Harasser

Myths About Harassment Just say ‘no’ Ignore it No big deal - natural banter everyone enjoys It’s harmless, lighten up Fosters teamwork and camaraderie Asking for it He/she is always like that

Federal Statutes Civil Rights Act 1964 Title VII prohibits discrimination in employment because of race, religion, color, national origin or sex. Also requires religious accommodation and includes pregnancy as a protected basis. Civil Rights Act 1964 Title IX prohibits sex discrimination and sexual harassment in educational institutions that receive federal assistance.

Connecticut Statutes Connecticut General Statutes Title 46a prohibits discrimination in employment and public accommodations based on race, color, gender, religion, disability, sexual orientation, familial status, marital status, age, ancestry, national origin, criminal record, genetic information.

UCHC Process for Complaints The Office of Diversity and Equity enforces the non- discrimination and harassment free workplace policies. This office investigates all complaints and produces a final report with conclusions. This office works with the Graduate Medical Education Office to resolve the issue The concern can also be reported to the Program Director and the Graduate Medical Education Office The Office of Diversity and Equity should be involved in all complaints of discrimination..

Office of Diversity and Equity Located at Munson Road, UCHC Phone number is THANK YOU !