1. CATT Conduct Orientation Discrimination Harassment Violence Respect Inclusion Communication You’re firedYou’re perfect

2. Topics 1.Discrimination 2.Harassment 3.Retaliation 4.General conduct

3. Roles and Responsibilities Employees Create a comfortable and inclusive work environment Don’t accept intolerance Report unacceptable behavior Managers Inform employees of roles and responsibilities Create a comfortable and inclusive work environment Confront unacceptable behavior Point employees to resources Contact Human Resources

4. Discrimination Discrimination occurs when a person experiences an adverse employment action, because of a protected characteristic. And the action is not because of a bone fide occupational qualification. Protected characteristics: age, color, disability, gender, national origin, political affiliation, race, religion, sexual orientation or veteran status. Source: http://www.hr.vt.edu/oea/harassment/discrimination/discrimination.html

5. Recognizing discrimination Deciding not to hire someone because you think they have a disability that you believe will prevent them from doing the job Having height restrictions or educational requirements that are not bone fide occupational requirements for a job. Saying that your department needs to look for ways to attract millenials to the applicant pool because the workforce is aging out. Preventing someone from wearing religious or ethnic dress because you think it will make other people feel uncomfortable.

6. Harassment Harassment, which is a form of discrimination, is defined under Virginia Tech policy 1025 to occur in any of the following situations: 1.When conduct based on a person’s age, color, disability, gender, genetic information, national origin, political affiliation, race, religion, sexual orientation or veteran status unreasonably interferes with that person’s work, academics, or participation in university activities. 2.When conduct based on one of these characteristics, including---but not limited to---sexually-related conduct, creates an environment that is hostile, threatening, or intimidating. This is sometimes known as hostile environment harassment. 3.When a person’s employment or education depends upon submitting to unwelcome sexual advances, requests for sexual favors, or related conduct. In this type of harassment, the person who is making the advances or requests has power over the other person, such as supervisory or grading authority. This is sometimes known as sexual coercion or quid pro quo sexual harassment. Source: http://www.hr.vt.edu/oea/harassment/harassment_details/index.html

7. Recognizing discriminatory harassment Mistreating someone due to his or her race, religion, or sexual orientation Making fun of a person’s disability Telling unwelcome jokes Putting down people who are older, who are pregnant, or who come from other countries Urging religious beliefs on someone who finds it unwelcome.

8. Recognizing sexual harassment Unwelcome, repeated, or severe – Flirting – Unwanted touching – Sexually suggestive messages, letters, posters, or pictures – Comments about a person’s clothing, his or her body, or personal appearance – Sexual advances or propositions – Repeated requests for dates – Pressure for sexual activity

9. Retaliation Firing, demoting, harassing or otherwise "retaliating" against an individual for filing a charge of discrimination, participating in a discrimination proceeding, or otherwise opposing discrimination Source: http://www.eeoc.gov/laws/types/facts-retal.cfm

10. Recognizing retaliation employment actions such as termination, refusal to hire, and denial of promotion other actions affecting employment such as threats, unjustified negative evaluations, unjustified negative references, or increased surveillance any other action such as an assault or unfounded civil or criminal charges that are likely to deter reasonable people from pursuing their rights.

11. What should I do? Informal – Tell the person directly---as soon as possible---that their behavior is a problem – Discuss with your manager or supervisor – VT Human Resources website http://www.hr.vt.edu/oea/harassment/ Formal – Contact VT Human Resources – Pamela White: Director for Compliance and Conflict Resolution &Title IX Coordinator – Email: pdwhite@vt.edupdwhite@vt.edu – Telephone: 540-231-8771

12. General Conduct As public servants we are expected to ensure citizens have complete confidence in the integrity of the Federal Government. This requires our gaining public trust through our appropriate use of official time and government resources. – HANK KASHDAN; Deputy Chief for Business Operations; 2007 memo

13. Public Perception When in travel status you are being watched 24/7 – In the field Be professional and respectful Respect your equipment Respect the fish – On the road Drive responsibly Watch where you park – After hours You are still representing our agency

14. Questions?