1. 2011 University of Kentucky New TA Orientation Preventing Discrimination & Harassment Terry Allen Associate Vice President for Institutional Equity Office of Institutional Equity and Equal Opportunity 13 Main Building Lexington, KY 40506-0032 859.257.8927

2. DEFINITIONS Discrimination An action or behavior that results in negative or different treatment of an individual based upon: Discrimination is also prohibited in employment matters based on whether an individual is a smoker or nonsmoker, as long as the person complies with any workplace policy concerning smoking.

3. DEFINITIONS Harassment A form of discrimination, is unwelcome conduct that is based on the previously mentioned statuses. Harassment becomes a violation of University policy when: 1. The offensive conduct explicitly or implicitly becomes a term or condition of employment or participation in a University course, program or activity; or 2. The conduct is sufficiently severe, pervasive or persistent to interfere with an individual’s work, academic or program participation, or creates an environment that a reasonable person would consider intimidating, hostile, or offensive.

4. DEFINITIONS Sexual Harassment A form of sex discrimination. Includes unwelcome* sexual advances, requests for sexual favors, or other verbal or physical actions of a sexual nature when the offensive conduct is: made explicitly or implicitly a term or condition of an individual’s employment or academic status severe, persistent or pervasive that interferes with an individual’s work, academic participation or performance, or creates an intimidating, hostile, or offensive working or educational environment *existence of a power difference—restricts a subordinate’s freedom to participate willing in the relationship.

5. Amorous or Sexual Relationships If one of the parties in an apparently welcomed amorous or sexual relationship must evaluate the performance of the other person, the relationship must be reported to the dean, department chair or supervisor so that suitable arrangements can be made for an objective evaluation of the student or employee.

6. Racial Harassment No individual or identifiable group shall on the basis of race, color or national origin be excluded from participation in, denied benefits of, or otherwise be subjected to discrimination. Racial harassment is: Different treatment without a legitimate, nondiscriminatory reason Creation of an intimidating, hostile or offensive environment that is severe, pervasive or persistent

7. DEFINITIONS Retaliation Occurs when an adverse action is taken against a covered individual because he or she engaged in a protected activity, i.e. reporting discrimination or participating in an investigation of a discrimination report.

8. What if you experience harassment? Consider firmly, clearly and directly, telling the harasser to stop. If the behavior continues, document the conversation or offending behavior. Talk to someone you trust or seek counseling. Seek help from University officials. Do not delay in informing others of inappropriate behavior.

9. You Are Responsible Never tell anyone to ignore it. You may NOT keep it confidential. Establish what is acceptable behavior…you can say NO! Know the person responsible….call 257-8927 If you know or should have known that harassment is going on……..YOU are responsible. The defendant is UK – as an official – You are UK!