1. Anti-Harassment, Sexual Harassment and Non-Discrimination
AMITA Health Annual Education
July 2018

2. AMITA Health Anti-Harassment and Non-Discrimination Policy
It is the policy of AMITA Health to maintain an environment free of discrimination, harassment, or intimidation for all associates and other individuals working at AMITA Health including vendors, contractors, suppliers, and volunteers.

3. Objectives After completing this course, associates should be able to:
Understand the different types of harassment and discriminatory factors that may impact the work environment.
Explain the legal definition of sexual harassment and identify the two forms of sexual harassment.
List the responsibilities of AMITA Health and all associates for preventing and handling discrimination and harassment, sexual or otherwise.

4. Equal Employment Opportunity
AMITA Health:
Is committed to providing equal employment opportunities
Complies with all applicable anti-discrimination and anti-harassment laws, rules, order and regulations
Seeks to employ individuals based upon qualifications for the job without discrimination or harassment
Does not tolerate discrimination or harassment by management, AMITA Health personnel or third party vendors, and an associate in violation will be subject to appropriate discipline, up to and including termination

5. AMITA Health’s Policy
Defines discrimination and harassment/sexual harassment
States that harassment/sexual harassment will not be tolerated
States that harassers will be disciplined up to and including termination
Explains how to file a discrimination or harassment/sexual harassment complaint
States that associates must report any incident of harassment/sexual harassment
States that all complaints will be investigated fully
States that retaliation against those who file complaints is illegal and will not be tolerated

6. AMITA Health seeks to employ individuals based upon qualifications
Employment decisions are made without harassment or discrimination based on:
Ancestry
Physical Disability
Mental Disability
Military Status
Order of Protection Status
Homelessness
Marital Status
Language
Victim Status
Any other protected status
Race
Color
Religion
Sex
National Origin
Age
Citizenship
Ethnicity
Sexual Orientation

7. Types of Harassment
Harassment is any verbal or physical conduct designed to threaten, intimidate, or coerce an associate
Verbal Harassment – includes comments that are offensive or unwelcome
Visual Harassment - derogatory and/or sexually oriented posters, photography, cartoons, drawings, and faxes or gestures
Physical conduct such as assault, unwanted touching, blocking normal movement or interfering with work
Threats and demands to submit to sexual requests as a condition of continued employment, or to avoid some other loss, and offers of employment benefits in return for sexual favors; and
Retaliation for having rejected a sexual advance or for having reported or threatened to report discrimination or harassment of any kind.
Harassing and intimidating conduct will not be tolerated by AMITA Health.

8. Sexual Harassment is Illegal Under Federal, State and Local Laws
Sexual Harassment is defined by the Illinois Human Rights Act as:
Any unwelcome sexual advances
Requests for sexual favors or other visual, verbal or physical conduct of a sexual nature
There are two types of sexual harassment and both are illegal
Quid pro quo (a supervisor offers job related rewards if employee accepts unwanted sexual behavior)
2) Hostile work environment is where the harassment creates an offensive or unpleasant working environment based upon conduct of a sexual nature. A hostile work environment can be created by anyone in the work environment, whether it be supervisors, other associates, vendors, patients or visitors.

9. Dirty Joke Scenario
Bob often tells “dirty” jokes in the company lounge. Bill always laughs. Jane is always offended. Is Bob’s conduct sexual harassment? To decide, courts often use a
“Reasonable Person Standard”
Does the conduct in question:
Interfere with a reasonable employee’s ability to do his or her job
Create a hostile, intimidating or offensive work environment for a reasonable employee.
Based on the fact that women are more often victims of sexual violence a reasonable woman might have a less tolerant perspective on sexual harassment than would a reasonable man
“intent vs. impact”. It does not matter what you meant but how it was perceived. It does not matter that it is directly told to the person. It could be anyone that hears/see’s/witnesses it.

10. Responding to Sexual Harassment
Address the Harasser
an associate who experiences or witnesses harassment should talk to the harasser directly and tell the harasser that his/her conduct is unwelcome and must stop
Report the Incident
associates must report the incident to Human Resources, any Manager, Director, or the Corporate Responsibility Department as shown in the policy.

11. AMITA Health – Associate Responsibility in Preventing Discrimination and Harassment
AMITA associates must
Review the anti-harassment and non-discrimination policy (all policies found on iAMITA and Policy Stat)
Complete annual training on discrimination, harassment and sexual harassment
Report any known circumstance of discrimination or harassment immediately
Commit to and comply with all anti-discrimination and anti- harassment policies, laws and guidelines as defined by AMITA Health
Direct any questions or concerns to your supervisor or Human Resources

12. AMITA Health – Employer Responsibility in Preventing Discrimination and Harassment
Maintains a formal policy on anti-harassment and non- discrimination (all policies found on iAMITA and Policy Stat)
Informs and educates all associates on the policy and expectations around non-discrimination and harassment/ sexual harassment
Responds to all complaints of discrimination and/or harassment and investigates fully
Protects all associates who file a complaint from retaliation
Encourages all associates to report any incidents of discrimination or harassment immediately so that complaints can be quickly and fairly resolved

13. Anti-Retaliation
You will not be penalized or retaliated against for filing, responding to, or assisting with a complaint of discrimination or harassment
Retaliation by supervisors or coworkers against any complainant will not be tolerated
Any person found to be in violation of the anti-retaliation provision will be subject to disciplinary action
Associates should follow the internal complaint procedure identified above for any suspected retaliation and the same procedure will be followed related to complaints of retaliation.