SlideShare uma empresa Scribd logo
1 de 41
Violence & Harassment
Prevention Training
State University of New York at Cobleskill
Workplace Violence
The College will not tolerate
any act or threat of violence
made in the workplace, on
College property, or while in
work status.
Prohibited Conduct
includes but is not limited to:
• Use of force with intent to cause harm, e.g. physical attacks,
hitting, fighting, pushing, or throwing objects;
• Behavior that diminishes the dignity of others through
sexual, racial, religious or ethnic harassment;
• Acts or threats (verbal or physical) which are intended to
intimidate, harass, threaten, bully, coerce, or cause fear of
harm whether directly or indirectly;
• Use of gestures, words, symbols or pictures that
communicate a direct or indirect threat of harm;
• Stalking an employee with the intent of causing fear to his or
her physical safety and health
• Carrying, possession or use of any dangerous weapon on
College property or in College buildings or facilities.
What puts YOU at risk?
• Contact with the public
• Working late at night or during early morning hours
• Lack of readily available and operational communication devices or
alarm systems to obtain assistance
• Poorly lighted parking areas, roads, sidewalks, and assembly points
• Money transactions, especially those involving cash
• Uncontrolled access to the workplace
• Prevalence of handguns and other weapons among the public,
employees, or students
• Lack of training in recognizing and managing escalating hostile and
aggressive behaviors
• Behavioral indicators – verbal, non-verbal and emotional indicators
• Previous security problems that have not been properly addressed
Risk Factors (cont'd)
• Complacency
• "It can't happen here"
• "If something bad happens, someone else will know how to
react"
• "We don't have the time or money to deal with this now"
• Incidents aren't reported because:
• Excuses are made for the individual's violent behavior
• Unwillingness to get involved
• Concern that complaints won't be taken seriously
• Fear of retaliation
Campus Venues with
Higher Than Average Risk
Venues Examples
Areas Where Money
is Exchanged
Champlin and Prentice Dining Centers,
Other Food-Service Venues, Campus
Bookstore, Student Accounts
Administrative Offices Business Office, Human Resources ,
College Association, Student Affairs,
College President, Provost Office
Work Sites Where
Employees Work Late
at Night or Early
Morning
Faculty Offices, Library, Classrooms,
Champlin Dining Center, Bouck Athletic
Areas
Some Practical Tips To Stay Safe At Work
• Know where building emergency exits are located and be
prepared to use them if necessary
• Conceal valuables
• Keep emergency numbers handy
• Be aware – pay attention to surroundings
• Walk and present oneself confidently
• If working late
• Tell someone where you are
• Be sure your cell phone is available and fully charged
• Keep emergency numbers handy
• Park in a well lit area
• Call University Police 255-5317 for an escort
Examples Of Safety Measures at
SUNY Cobleskill
• Campus-wide emergency call system (Blue Lights)
• On-campus escort service by University Police
• Card access to residence halls and soon to many other campus
buildings and offices
• Presence of University Police 24/7
• Annual safety walk-around by Campus Safety Committee
• Maintenance work-order system which prioritizes correction of
safety issues
• Employee awareness training
• The Workplace Violence Prevention Program, reviewed annually.
The program includes:
• Risk assessments
• Identification of high risk factors and locations
• Procedures to report incidents and threats
• Informational training program
Recognize Red Flag Behavior:
SignsOfDistress
• Sudden significant change in routine
• Extreme moodiness, depression, withdrawal, social isolation,
lethargy
• Disruptive/risk-taking behavior
• Confusion or disorientation
• Defensiveness or blaming others for mistake
• Holding grudges
• Alcohol or drug dependence
• Increased absences
• Excessive activity, talking, or signs of agitation
• Red or swollen eyes
• Perspiring when work area is not hot
Recognize Red Flag Behavior:
SignsofDistressintheClassroom
• Significant changes in behavior such as performance,
absences, level of participation, interactions with classmates,
dress, personal hygiene
• Argumentative, confrontational, antagonistic, or highly
disruptive behavior
• Falling asleep in class
• Unusual or exaggerated emotional responses
Recognize Red Flag Behavior:
SignsofCrisis
• Hostility, aggression, violence
• Garbled or slurred speech
• Loss of contact with reality
• Suicidal thoughts with plans or methods
• Homicidal thoughts
Recognize Red Flag Behavior:
WarningSignsofIndividualsPronetoViolentBehavior
• History of violent behavior
• Makes others feel threatened or uneasy
• Frequently argumentative, uncooperative, abusive or easily angered
• Poor social skills or social relationships
• Feels paranoid, victimized, unfairly treated without reasonable
cause
• Have irrational beliefs or ideas
• Behaves in bizarre ways
• Is under significant stress
• Is suffering from debilitating levels of depression or anxiety
• Has problems with alcohol or drug abuse
• Exhibits fascination with weapons, brings weapons into the
workplace
Recognize Red Flag Behavior:
WarningSignsofaViolentIncident
• Person looks flushed or pale
• Is perspiring
• Appears restless, agitated, shaking
• Looks physically very tense
• Talks much louder or quieter than necessary
• Uses abusive or threatening language
• Glares or avoids eye contact
• Gets uncomfortably close
Defusing A Threatening Situation
• Stay calm – do not raise your voice to match theirs
• Empathize – listen to understand and communicate respect
• Cooperate – watch your body language
• Do not isolate yourself with the person but, if de-escalation
seems reasonable, do attempt to remove bystanders
• Walk away if the situation continues to escalate
• Get Help - University Police ext. 5555 or 911
Reacting to a Violent Situation
• If violence is occurring:
• Agree to the person's demands other than those involving
personal safety
• Leave the area – don't be a hero
• Employees should NOT attempt physical interventions in
workplace altercations. Call University Police, ext. 5555 or
911
Reducing Risks
• If threatened, call University Police, ext. 5555 or 911
• Seek back-up from a co-worker
• Don't wait for a second occurrence. Report concerns to a
supervisor, the Campus Safety Committee, Human Resources
or University Police
• Participate in Workplace Violence educational activities
• Practice good active listening skills
• Behave in a calm, friendly, and helpful manner
• Your personal conduct can help de-escalate conflicts
Workforce Violence Prevention Team
• Includes representatives from each union, Director of Human
Resources, University Police Chief and Environmental Health &
Safety Officer.
• Annually conducts a workplace evaluation to identify factors
that may place employees at risk of workplace violence, and
submits a report of findings through the Safety Committee to
the College President
• Participates in workplace violence incident review
• Annually or after serious incidents, evaluates the effectiveness
of the Workplace Violence Prevention Program
• All employees are encouraged to participate in the
workplace violence prevention program and are encouraged
to report any workplace safety concerns to the WCP Team
for follow-up.
Incident Reporting:
Who,What,Where,When
• Report incidents the
first time! Don’t wait
for a 2nd or 3rd
occurrence.
• Human Resources is
the primary contact for
incidents of workplace
violence (UPD for
physical violence
incidents)
• Call 255-5423, 255-
5514, or complete an
Incident Report
Further Sources of Information
• A written copy of SUNY Cobleskill's complete Workforce
Violence Prevention Program is available upon request from
the Human Resources office in Knapp Hall, room 126.
• Current NYS laws, regulations, and guidance pertaining to
workplace violence prevention:
http://www.labor.ny.gov/workerprotection/safetyhealth/work
placeviolence.shtm
• Other Resources
• University Police: (518) 255-5555
• Human Resources: (518) 255-5423, Knapp Hall
• Employee Assistance Program: (518) 255-5327
• NYS Domestic & Sexual Violence hotlines
http://www.opdv.ny.gov/help/dvhotlines.html
• NYSBALANCE: http://www.nysbalance.ny.gov/
• Post-Incident Crisis Counseling
• Beard Wellness Center: 255-5225
• Employee Assistance Program: 255-5EAP (x5327)
Domestic Violence
Domestic Violence and the Workplace
Recognizing Domestic Violence
• Domestic Violence is defined as a pattern of behaviors with
the goal of controlling and maintaining power over an intimate
partner, including:
 Physical Violence
 Emotional/psychological
 Sexual Violence
 Threats, intimidation, coercion
 Isolation
 Minimizing, denying, blaming
 Using children
 Using cultural or gender-based privilege
 Economic abuse
Domestic Violence and the Workplace:
Signs(Cont'd)
• Visible physical injuries
• Illnesses – especially stress-related ones
• Marital or family problems
• Alcohol or drug abuse
• Poor work performance or employment history
• On-the-job harassment by the abuser
• Excessive use of telephone for personal use
• Disruptive personal visits
Domestic Violence and the Workplace:
HowYouCanRespondHelpfully
• Educate yourself about domestic violence
• Question your own attitudes and beliefs about battered
women
• Learn how to support someone who is the victim of domestic
violence
• Be prepared to manage your own feelings about the situation
Domestic Violence & the Workplace:
CampusPersonnelPolicies
The College will take appropriate consideration of domestic
violence in all aspects of a victim's work situation, including:
 Requests for leave, FMLA, and absences due to illness
 Appointments
 Promotions or transfers
 Disciplinary cases
 Work site location
 Allocation of responsibilities
 Termination or voluntary separation
 Workplace violence prevention measures
 Confidentiality of employee information
 Access to benefits
Domestic Violence and the Workplace:
CollegeResponsibilities
• We will actively address any:
• Use of College resources or time to abuse an intimate partner
• Act of domestic violence committed from, or at, the workplace or
from any location while on state business
• Use of job-related authority to abuse a victim, to locate a victim
or to assist others in perpetrating an act of domestic violence
• Help in the Workplace
• Your supervisor, Human Resources, University Police or the
Employee Assistance Program can help
• Please provide copies of any Orders of Protection to University
Police and/or the Human Resources Dept.
Domestic Violence: Resources
• University Police: (518) 255-5555
• Human Resources: (518) 255-5423, Knapp Hall 126
• Employee Assistance Program: (518) 255-5327
• New York State Domestic Violence hotlines
http://www.opdv.ny.gov/help/dvhotlines.html
• NYSBALANCE: http://www.nysbalance.ny.gov/
Sexual Harassment & Title IX
Title IX Text
Title IX of the Educational Amendments Act of 1972
provides that: “No person in the United States shall,
on the basis of sex, be excluded from participation
in, be denied the benefits of, or be subjected to
discrimination under any educational program or
activity receiving federal assistance.”
SUNY Cobleskill Title IX Coordinator
R. Erik Seastedt, HR Director, is the campus Title IX
Coordinator. He may be reached at the following:
SUNY Cobleskill
106 Suffolk Circle
Knapp Hall room126
Cobleskill, NY 12043
(518) 255-5514
seastere@cobleskill.edu
Identifying Sex Discrimination
Title IX prohibits sex discrimination in educational
programs and activities
Sex discrimination includes all forms of sexual
harassment, including verbal sexual harassment
and sexual violence by employees, students, or
third parties against employees, students, or third
parties
What is Sexual Violence?
• Sexual violence is a form of harassment
• Physical sexual acts perpetrated against a
person’s will or where a person is incapable of
giving consent
•Includes conduct commonly known as rape,
sexual assault, sexual coercion
What is Sexual Harassment?
• Sexual harassment is unwelcome conduct of a
sexual nature that is sufficiently severe, persistent
or pervasive that it unreasonable interferes with,
denies, or limits someone’s ability to participate in or
benefit from a program or activity
• Examples: Unwelcome sexual advances, requests
for sexual favors, and other verbal, nonverbal, or
physical conduct of a sexual nature
TYPES OF SEXUAL HARASSMENT
Quid Pro Quo – Latin term meaning “this
for that”. The term refers to
conditions placed on a person’s career
or terms of employment in return for
sexual favors.
TYPES OF SEXUAL HARASSMENT
Hostile Environment – occurs when an
individual is subjected to offensive,
unwanted and unsolicited comments or
behaviors of a sexual nature. Classified as
hostile if behavior unreasonably interferes
with their performance.
Examples of Hostile Environment
Sexual Harassment
• Nonverbal – May include: Staring at someone (i.e. “undressing
someone with one’s eyes”); blowing kisses; winking; or licking of
one’s lips in a suggestive manner; displaying sexually oriented
pictures or cartoons; using sexually oriented screen savers.
• Verbal – May include telling jokes; using sexually explicit profanity
or threats; describing sexual encounters with others; suggesting
sexual activity; whistling in a sexually suggestive manner; using
terms such as “honey”, “babe”, “sweetheart”, “dear”, etc.
• Physical Contact – May include touching, patting, pinching,
bumping, grabbing, cornering or blocking a passageway, kissing,
providing unsolicited back or neck rubs.
• Bottom line: If someone thinks you are harassing them, you
ARE harassing them!
Who can be harassing?
• Supervisors
• Coworkers
• Students
• Vendors
• Contractors
• Campus visitors
• Parents
• Etc.
ALL must be reported and will be dealt with, regardless of
affiliation with the college!
If you are a witness to, or a victim
of an act of harassment or
violence or someone reports it to
you … REPORT IT!
Human Resources is the primary
contact (255-5514)
What will happen when it is reported?
We will explain victim’s options
We will notify of on/off campus resources
We will conduct an investigation
We will maintain confidentiality (not anonymity)
We WILL take action so that it does not happen
again
If someone reports to you or if you witness
Tell your supervisor
File a written report
Refer victim to Human Resources or other
resources mentioned here
Questions?
Video Resources
• Workplace Violence Prevention:
http://www.cobleskill.edu/about/administrative-offices/human-
resources/workplace-violence-video.asp
• Sexual Harassment Prevention:
http://www.cobleskill.edu/about/administrative-offices/human-
resources/sexual-harassment.asp
• Comprehensive harassment and violence prevention at SUNY
Cobleskill:
www.cobleskill.edu/hr (then click on “Violence and Harassment
Prevention tab to the left)

Mais conteúdo relacionado

Mais procurados

Olweus bully prevention master
Olweus bully prevention masterOlweus bully prevention master
Olweus bully prevention masterMiles Erdly
 
Presentation Sample.Bullying
Presentation Sample.BullyingPresentation Sample.Bullying
Presentation Sample.Bullyingdebrajean333
 
Understanding & Responding to Bullying Part II
Understanding & Responding to Bullying Part IIUnderstanding & Responding to Bullying Part II
Understanding & Responding to Bullying Part IIdengranai
 
Bullying whats-new-and-what-to-do
Bullying whats-new-and-what-to-doBullying whats-new-and-what-to-do
Bullying whats-new-and-what-to-doaensslin
 
Understanding abnormal behavior
Understanding abnormal behaviorUnderstanding abnormal behavior
Understanding abnormal behaviorANCYBS
 
Bullying.ccls.neul
Bullying.ccls.neulBullying.ccls.neul
Bullying.ccls.neuljaguille
 
Bullying 100321092457-phpapp01
Bullying 100321092457-phpapp01Bullying 100321092457-phpapp01
Bullying 100321092457-phpapp01maryjoy0895
 

Mais procurados (9)

Olweus bully prevention master
Olweus bully prevention masterOlweus bully prevention master
Olweus bully prevention master
 
Presentation Sample.Bullying
Presentation Sample.BullyingPresentation Sample.Bullying
Presentation Sample.Bullying
 
Don't Bullying
Don't BullyingDon't Bullying
Don't Bullying
 
Understanding & Responding to Bullying Part II
Understanding & Responding to Bullying Part IIUnderstanding & Responding to Bullying Part II
Understanding & Responding to Bullying Part II
 
Bullying whats-new-and-what-to-do
Bullying whats-new-and-what-to-doBullying whats-new-and-what-to-do
Bullying whats-new-and-what-to-do
 
Sample Presentation for School Staff
Sample Presentation for School StaffSample Presentation for School Staff
Sample Presentation for School Staff
 
Understanding abnormal behavior
Understanding abnormal behaviorUnderstanding abnormal behavior
Understanding abnormal behavior
 
Bullying.ccls.neul
Bullying.ccls.neulBullying.ccls.neul
Bullying.ccls.neul
 
Bullying 100321092457-phpapp01
Bullying 100321092457-phpapp01Bullying 100321092457-phpapp01
Bullying 100321092457-phpapp01
 

Semelhante a Violence & Harassment Prevention Training by SUNY Cobleskill

Workplace Violence Prevention and Domestic Violence in the Workplace Training...
Workplace Violence Prevention and Domestic Violence in the Workplace Training...Workplace Violence Prevention and Domestic Violence in the Workplace Training...
Workplace Violence Prevention and Domestic Violence in the Workplace Training...Atlantic Training, LLC.
 
The Unthinkable Violence in Healthcare: A Disturbing Challenge to Patient Care
The Unthinkable Violence in Healthcare: A Disturbing Challenge to Patient CareThe Unthinkable Violence in Healthcare: A Disturbing Challenge to Patient Care
The Unthinkable Violence in Healthcare: A Disturbing Challenge to Patient CareConference Panel
 
Anti bullyingpresentation
Anti bullyingpresentationAnti bullyingpresentation
Anti bullyingpresentationraxmaomar
 
Anti Bullying Ploicy With Appendices
Anti Bullying Ploicy With AppendicesAnti Bullying Ploicy With Appendices
Anti Bullying Ploicy With Appendicesjkgtc
 
Bullying Parents Guide - UFT Parent Summit, New York City 2014
Bullying Parents Guide - UFT Parent Summit, New York City  2014Bullying Parents Guide - UFT Parent Summit, New York City  2014
Bullying Parents Guide - UFT Parent Summit, New York City 2014United Federation of Teachers
 
Workplace Violence
Workplace ViolenceWorkplace Violence
Workplace ViolenceJohn Toay
 
How Should We Address Bulling In The Workplace
How  Should  We  Address  Bulling In The  WorkplaceHow  Should  We  Address  Bulling In The  Workplace
How Should We Address Bulling In The WorkplaceMedicalWhistleblower
 
How Should We Address Bulling In The Workplace Medical Whistleblower
How  Should  We  Address  Bulling In The  Workplace    Medical  WhistleblowerHow  Should  We  Address  Bulling In The  Workplace    Medical  Whistleblower
How Should We Address Bulling In The Workplace Medical WhistleblowerMedicalWhistleblower
 
How To Prevent Workplace Violence
How To Prevent Workplace ViolenceHow To Prevent Workplace Violence
How To Prevent Workplace ViolenceKPADealerWebinars
 
Add to xerte safeguarding session 17-18
Add to xerte   safeguarding session 17-18Add to xerte   safeguarding session 17-18
Add to xerte safeguarding session 17-18Dominic Dewey
 
fall_2019_thayer_orientation life change.pptx
fall_2019_thayer_orientation life change.pptxfall_2019_thayer_orientation life change.pptx
fall_2019_thayer_orientation life change.pptxchandan100088
 
Child Abuse Recognition and Prevention
Child Abuse Recognition and PreventionChild Abuse Recognition and Prevention
Child Abuse Recognition and PreventionBrookeHendrickx
 

Semelhante a Violence & Harassment Prevention Training by SUNY Cobleskill (20)

Workplace Violence Prevention and Domestic Violence in the Workplace Training...
Workplace Violence Prevention and Domestic Violence in the Workplace Training...Workplace Violence Prevention and Domestic Violence in the Workplace Training...
Workplace Violence Prevention and Domestic Violence in the Workplace Training...
 
The Unthinkable Violence in Healthcare: A Disturbing Challenge to Patient Care
The Unthinkable Violence in Healthcare: A Disturbing Challenge to Patient CareThe Unthinkable Violence in Healthcare: A Disturbing Challenge to Patient Care
The Unthinkable Violence in Healthcare: A Disturbing Challenge to Patient Care
 
Workplace Domestic Violence
Workplace Domestic ViolenceWorkplace Domestic Violence
Workplace Domestic Violence
 
Title ix training
Title ix trainingTitle ix training
Title ix training
 
School Teachers Child Safeguarding Training in South Sudan
School Teachers Child Safeguarding Training in South SudanSchool Teachers Child Safeguarding Training in South Sudan
School Teachers Child Safeguarding Training in South Sudan
 
Workplaceviolencetraining
WorkplaceviolencetrainingWorkplaceviolencetraining
Workplaceviolencetraining
 
Anti bullyingpresentation
Anti bullyingpresentationAnti bullyingpresentation
Anti bullyingpresentation
 
Anti Bullying Ploicy With Appendices
Anti Bullying Ploicy With AppendicesAnti Bullying Ploicy With Appendices
Anti Bullying Ploicy With Appendices
 
Bullying Parents Guide - UFT Parent Summit, New York City 2014
Bullying Parents Guide - UFT Parent Summit, New York City  2014Bullying Parents Guide - UFT Parent Summit, New York City  2014
Bullying Parents Guide - UFT Parent Summit, New York City 2014
 
Workplace Violence
Workplace ViolenceWorkplace Violence
Workplace Violence
 
How Should We Address Bulling In The Workplace
How  Should  We  Address  Bulling In The  WorkplaceHow  Should  We  Address  Bulling In The  Workplace
How Should We Address Bulling In The Workplace
 
How Should We Address Bulling In The Workplace Medical Whistleblower
How  Should  We  Address  Bulling In The  Workplace    Medical  WhistleblowerHow  Should  We  Address  Bulling In The  Workplace    Medical  Whistleblower
How Should We Address Bulling In The Workplace Medical Whistleblower
 
How To Prevent Workplace Violence
How To Prevent Workplace ViolenceHow To Prevent Workplace Violence
How To Prevent Workplace Violence
 
Workplace Bullying
Workplace BullyingWorkplace Bullying
Workplace Bullying
 
Add to xerte safeguarding session 17-18
Add to xerte   safeguarding session 17-18Add to xerte   safeguarding session 17-18
Add to xerte safeguarding session 17-18
 
Bullying
BullyingBullying
Bullying
 
fall_2019_thayer_orientation life change.pptx
fall_2019_thayer_orientation life change.pptxfall_2019_thayer_orientation life change.pptx
fall_2019_thayer_orientation life change.pptx
 
Bullying Is Not Cool
Bullying Is Not CoolBullying Is Not Cool
Bullying Is Not Cool
 
Sexual harrassment
Sexual harrassmentSexual harrassment
Sexual harrassment
 
Child Abuse Recognition and Prevention
Child Abuse Recognition and PreventionChild Abuse Recognition and Prevention
Child Abuse Recognition and Prevention
 

Mais de Atlantic Training, LLC.

Stress and Worker Safety by Pennsylvania L&I
Stress and Worker Safety by Pennsylvania L&IStress and Worker Safety by Pennsylvania L&I
Stress and Worker Safety by Pennsylvania L&IAtlantic Training, LLC.
 
Workplace Harassment Prevention by UT EAP
Workplace Harassment Prevention by  UT EAPWorkplace Harassment Prevention by  UT EAP
Workplace Harassment Prevention by UT EAPAtlantic Training, LLC.
 
Preventing Falls, Slips and Trips by MGSU
Preventing Falls, Slips and Trips by MGSUPreventing Falls, Slips and Trips by MGSU
Preventing Falls, Slips and Trips by MGSUAtlantic Training, LLC.
 
Preventing Workplace Harassment by Pennsylvania L&I
Preventing Workplace Harassment by Pennsylvania L&IPreventing Workplace Harassment by Pennsylvania L&I
Preventing Workplace Harassment by Pennsylvania L&IAtlantic Training, LLC.
 
Warehouses In Emergencies by WFP Logistics
Warehouses In Emergencies by WFP LogisticsWarehouses In Emergencies by WFP Logistics
Warehouses In Emergencies by WFP LogisticsAtlantic Training, LLC.
 
Sexual Harassment in the Workplace Training by Shumaker
Sexual Harassment in the Workplace Training by ShumakerSexual Harassment in the Workplace Training by Shumaker
Sexual Harassment in the Workplace Training by ShumakerAtlantic Training, LLC.
 
New Employee Safety Orientation by Oregon State University
New Employee Safety Orientation by Oregon State UniversityNew Employee Safety Orientation by Oregon State University
New Employee Safety Orientation by Oregon State UniversityAtlantic Training, LLC.
 

Mais de Atlantic Training, LLC. (20)

Wellness for Supervisors by SWOSU
Wellness for Supervisors by SWOSUWellness for Supervisors by SWOSU
Wellness for Supervisors by SWOSU
 
Workplace Wellness by PHA
Workplace Wellness by PHAWorkplace Wellness by PHA
Workplace Wellness by PHA
 
Stress Management Training by SG
Stress Management Training by  SGStress Management Training by  SG
Stress Management Training by SG
 
Stress Management Training by SW
Stress Management Training by SWStress Management Training by SW
Stress Management Training by SW
 
Stress and Worker Safety by Pennsylvania L&I
Stress and Worker Safety by Pennsylvania L&IStress and Worker Safety by Pennsylvania L&I
Stress and Worker Safety by Pennsylvania L&I
 
Respectful Workplace by RDTC
Respectful Workplace by RDTCRespectful Workplace by RDTC
Respectful Workplace by RDTC
 
Workplace Harassment by CLGW
Workplace Harassment by CLGWWorkplace Harassment by CLGW
Workplace Harassment by CLGW
 
Workplace Harassment Prevention by UT EAP
Workplace Harassment Prevention by  UT EAPWorkplace Harassment Prevention by  UT EAP
Workplace Harassment Prevention by UT EAP
 
Welding Safety by Pennsylvania L&I
Welding Safety by Pennsylvania L&IWelding Safety by Pennsylvania L&I
Welding Safety by Pennsylvania L&I
 
Slips Trips & Falls Training by Signal
Slips Trips & Falls Training by SignalSlips Trips & Falls Training by Signal
Slips Trips & Falls Training by Signal
 
Preventing Falls, Slips and Trips by MGSU
Preventing Falls, Slips and Trips by MGSUPreventing Falls, Slips and Trips by MGSU
Preventing Falls, Slips and Trips by MGSU
 
Preventing Workplace Harassment by Pennsylvania L&I
Preventing Workplace Harassment by Pennsylvania L&IPreventing Workplace Harassment by Pennsylvania L&I
Preventing Workplace Harassment by Pennsylvania L&I
 
Warehouses In Emergencies by WFP Logistics
Warehouses In Emergencies by WFP LogisticsWarehouses In Emergencies by WFP Logistics
Warehouses In Emergencies by WFP Logistics
 
Prevention of Sexual Harassment by USMC
Prevention of Sexual Harassment by USMCPrevention of Sexual Harassment by USMC
Prevention of Sexual Harassment by USMC
 
Sexual Harassment by DEOMI
Sexual Harassment by DEOMISexual Harassment by DEOMI
Sexual Harassment by DEOMI
 
Sexual Harassment in the Workplace Training by Shumaker
Sexual Harassment in the Workplace Training by ShumakerSexual Harassment in the Workplace Training by Shumaker
Sexual Harassment in the Workplace Training by Shumaker
 
Sexual Harassment Training by NAP
Sexual Harassment Training by NAPSexual Harassment Training by NAP
Sexual Harassment Training by NAP
 
Scaffolds Training by Pennsylvania L&I
Scaffolds Training by Pennsylvania L&IScaffolds Training by Pennsylvania L&I
Scaffolds Training by Pennsylvania L&I
 
Supervision
SupervisionSupervision
Supervision
 
New Employee Safety Orientation by Oregon State University
New Employee Safety Orientation by Oregon State UniversityNew Employee Safety Orientation by Oregon State University
New Employee Safety Orientation by Oregon State University
 

Último

The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003believeminhh
 
Team B Mind Map for Organizational Chg..
Team B Mind Map for Organizational Chg..Team B Mind Map for Organizational Chg..
Team B Mind Map for Organizational Chg..dlewis191
 
UNLEASHING THE POWER OF PROGRAMMATIC ADVERTISING
UNLEASHING THE POWER OF PROGRAMMATIC ADVERTISINGUNLEASHING THE POWER OF PROGRAMMATIC ADVERTISING
UNLEASHING THE POWER OF PROGRAMMATIC ADVERTISINGlokeshwarmaha
 
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...AustraliaChapterIIBA
 
Building Your Personal Brand on LinkedIn - Expert Planet- 2024
 Building Your Personal Brand on LinkedIn - Expert Planet-  2024 Building Your Personal Brand on LinkedIn - Expert Planet-  2024
Building Your Personal Brand on LinkedIn - Expert Planet- 2024Stephan Koning
 
Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024Borderless Access
 
Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024Borderless Access
 
NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023Steve Rader
 
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for BusinessQ2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for BusinessAPCO
 
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdfTalent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdfCharles Cotter, PhD
 
AMAZON SELLER VIRTUAL ASSISTANT PRODUCT RESEARCH .pdf
AMAZON SELLER VIRTUAL ASSISTANT PRODUCT RESEARCH .pdfAMAZON SELLER VIRTUAL ASSISTANT PRODUCT RESEARCH .pdf
AMAZON SELLER VIRTUAL ASSISTANT PRODUCT RESEARCH .pdfJohnCarloValencia4
 
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...IMARC Group
 
Lecture_6.pptx English speaking easyb to
Lecture_6.pptx English speaking easyb toLecture_6.pptx English speaking easyb to
Lecture_6.pptx English speaking easyb toumarfarooquejamali32
 
PDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdfPDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdfHajeJanKamps
 
NewBase 25 March 2024 Energy News issue - 1710 by Khaled Al Awadi_compress...
NewBase  25 March  2024  Energy News issue - 1710 by Khaled Al Awadi_compress...NewBase  25 March  2024  Energy News issue - 1710 by Khaled Al Awadi_compress...
NewBase 25 March 2024 Energy News issue - 1710 by Khaled Al Awadi_compress...Khaled Al Awadi
 
Intellectual Property Licensing Examples
Intellectual Property Licensing ExamplesIntellectual Property Licensing Examples
Intellectual Property Licensing Examplesamberjiles31
 
PDT 88 - 4 million seed - Seed - Protecto.pdf
PDT 88 - 4 million seed - Seed - Protecto.pdfPDT 88 - 4 million seed - Seed - Protecto.pdf
PDT 88 - 4 million seed - Seed - Protecto.pdfHajeJanKamps
 
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdfGraham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdfAnhNguyen97152
 
To Create Your Own Wig Online To Create Your Own Wig Online
To Create Your Own Wig Online  To Create Your Own Wig OnlineTo Create Your Own Wig Online  To Create Your Own Wig Online
To Create Your Own Wig Online To Create Your Own Wig Onlinelng ths
 
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdfChicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdfSourav Sikder
 

Último (20)

The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
 
Team B Mind Map for Organizational Chg..
Team B Mind Map for Organizational Chg..Team B Mind Map for Organizational Chg..
Team B Mind Map for Organizational Chg..
 
UNLEASHING THE POWER OF PROGRAMMATIC ADVERTISING
UNLEASHING THE POWER OF PROGRAMMATIC ADVERTISINGUNLEASHING THE POWER OF PROGRAMMATIC ADVERTISING
UNLEASHING THE POWER OF PROGRAMMATIC ADVERTISING
 
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
 
Building Your Personal Brand on LinkedIn - Expert Planet- 2024
 Building Your Personal Brand on LinkedIn - Expert Planet-  2024 Building Your Personal Brand on LinkedIn - Expert Planet-  2024
Building Your Personal Brand on LinkedIn - Expert Planet- 2024
 
Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024
 
Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024
 
NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023
 
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for BusinessQ2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
 
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdfTalent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
 
AMAZON SELLER VIRTUAL ASSISTANT PRODUCT RESEARCH .pdf
AMAZON SELLER VIRTUAL ASSISTANT PRODUCT RESEARCH .pdfAMAZON SELLER VIRTUAL ASSISTANT PRODUCT RESEARCH .pdf
AMAZON SELLER VIRTUAL ASSISTANT PRODUCT RESEARCH .pdf
 
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
 
Lecture_6.pptx English speaking easyb to
Lecture_6.pptx English speaking easyb toLecture_6.pptx English speaking easyb to
Lecture_6.pptx English speaking easyb to
 
PDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdfPDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdf
 
NewBase 25 March 2024 Energy News issue - 1710 by Khaled Al Awadi_compress...
NewBase  25 March  2024  Energy News issue - 1710 by Khaled Al Awadi_compress...NewBase  25 March  2024  Energy News issue - 1710 by Khaled Al Awadi_compress...
NewBase 25 March 2024 Energy News issue - 1710 by Khaled Al Awadi_compress...
 
Intellectual Property Licensing Examples
Intellectual Property Licensing ExamplesIntellectual Property Licensing Examples
Intellectual Property Licensing Examples
 
PDT 88 - 4 million seed - Seed - Protecto.pdf
PDT 88 - 4 million seed - Seed - Protecto.pdfPDT 88 - 4 million seed - Seed - Protecto.pdf
PDT 88 - 4 million seed - Seed - Protecto.pdf
 
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdfGraham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdf
 
To Create Your Own Wig Online To Create Your Own Wig Online
To Create Your Own Wig Online  To Create Your Own Wig OnlineTo Create Your Own Wig Online  To Create Your Own Wig Online
To Create Your Own Wig Online To Create Your Own Wig Online
 
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdfChicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
 

Violence & Harassment Prevention Training by SUNY Cobleskill

  • 1. Violence & Harassment Prevention Training State University of New York at Cobleskill
  • 3. The College will not tolerate any act or threat of violence made in the workplace, on College property, or while in work status.
  • 4. Prohibited Conduct includes but is not limited to: • Use of force with intent to cause harm, e.g. physical attacks, hitting, fighting, pushing, or throwing objects; • Behavior that diminishes the dignity of others through sexual, racial, religious or ethnic harassment; • Acts or threats (verbal or physical) which are intended to intimidate, harass, threaten, bully, coerce, or cause fear of harm whether directly or indirectly; • Use of gestures, words, symbols or pictures that communicate a direct or indirect threat of harm; • Stalking an employee with the intent of causing fear to his or her physical safety and health • Carrying, possession or use of any dangerous weapon on College property or in College buildings or facilities.
  • 5. What puts YOU at risk? • Contact with the public • Working late at night or during early morning hours • Lack of readily available and operational communication devices or alarm systems to obtain assistance • Poorly lighted parking areas, roads, sidewalks, and assembly points • Money transactions, especially those involving cash • Uncontrolled access to the workplace • Prevalence of handguns and other weapons among the public, employees, or students • Lack of training in recognizing and managing escalating hostile and aggressive behaviors • Behavioral indicators – verbal, non-verbal and emotional indicators • Previous security problems that have not been properly addressed
  • 6. Risk Factors (cont'd) • Complacency • "It can't happen here" • "If something bad happens, someone else will know how to react" • "We don't have the time or money to deal with this now" • Incidents aren't reported because: • Excuses are made for the individual's violent behavior • Unwillingness to get involved • Concern that complaints won't be taken seriously • Fear of retaliation
  • 7. Campus Venues with Higher Than Average Risk Venues Examples Areas Where Money is Exchanged Champlin and Prentice Dining Centers, Other Food-Service Venues, Campus Bookstore, Student Accounts Administrative Offices Business Office, Human Resources , College Association, Student Affairs, College President, Provost Office Work Sites Where Employees Work Late at Night or Early Morning Faculty Offices, Library, Classrooms, Champlin Dining Center, Bouck Athletic Areas
  • 8. Some Practical Tips To Stay Safe At Work • Know where building emergency exits are located and be prepared to use them if necessary • Conceal valuables • Keep emergency numbers handy • Be aware – pay attention to surroundings • Walk and present oneself confidently • If working late • Tell someone where you are • Be sure your cell phone is available and fully charged • Keep emergency numbers handy • Park in a well lit area • Call University Police 255-5317 for an escort
  • 9. Examples Of Safety Measures at SUNY Cobleskill • Campus-wide emergency call system (Blue Lights) • On-campus escort service by University Police • Card access to residence halls and soon to many other campus buildings and offices • Presence of University Police 24/7 • Annual safety walk-around by Campus Safety Committee • Maintenance work-order system which prioritizes correction of safety issues • Employee awareness training • The Workplace Violence Prevention Program, reviewed annually. The program includes: • Risk assessments • Identification of high risk factors and locations • Procedures to report incidents and threats • Informational training program
  • 10. Recognize Red Flag Behavior: SignsOfDistress • Sudden significant change in routine • Extreme moodiness, depression, withdrawal, social isolation, lethargy • Disruptive/risk-taking behavior • Confusion or disorientation • Defensiveness or blaming others for mistake • Holding grudges • Alcohol or drug dependence • Increased absences • Excessive activity, talking, or signs of agitation • Red or swollen eyes • Perspiring when work area is not hot
  • 11. Recognize Red Flag Behavior: SignsofDistressintheClassroom • Significant changes in behavior such as performance, absences, level of participation, interactions with classmates, dress, personal hygiene • Argumentative, confrontational, antagonistic, or highly disruptive behavior • Falling asleep in class • Unusual or exaggerated emotional responses
  • 12. Recognize Red Flag Behavior: SignsofCrisis • Hostility, aggression, violence • Garbled or slurred speech • Loss of contact with reality • Suicidal thoughts with plans or methods • Homicidal thoughts
  • 13. Recognize Red Flag Behavior: WarningSignsofIndividualsPronetoViolentBehavior • History of violent behavior • Makes others feel threatened or uneasy • Frequently argumentative, uncooperative, abusive or easily angered • Poor social skills or social relationships • Feels paranoid, victimized, unfairly treated without reasonable cause • Have irrational beliefs or ideas • Behaves in bizarre ways • Is under significant stress • Is suffering from debilitating levels of depression or anxiety • Has problems with alcohol or drug abuse • Exhibits fascination with weapons, brings weapons into the workplace
  • 14. Recognize Red Flag Behavior: WarningSignsofaViolentIncident • Person looks flushed or pale • Is perspiring • Appears restless, agitated, shaking • Looks physically very tense • Talks much louder or quieter than necessary • Uses abusive or threatening language • Glares or avoids eye contact • Gets uncomfortably close
  • 15. Defusing A Threatening Situation • Stay calm – do not raise your voice to match theirs • Empathize – listen to understand and communicate respect • Cooperate – watch your body language • Do not isolate yourself with the person but, if de-escalation seems reasonable, do attempt to remove bystanders • Walk away if the situation continues to escalate • Get Help - University Police ext. 5555 or 911
  • 16. Reacting to a Violent Situation • If violence is occurring: • Agree to the person's demands other than those involving personal safety • Leave the area – don't be a hero • Employees should NOT attempt physical interventions in workplace altercations. Call University Police, ext. 5555 or 911
  • 17. Reducing Risks • If threatened, call University Police, ext. 5555 or 911 • Seek back-up from a co-worker • Don't wait for a second occurrence. Report concerns to a supervisor, the Campus Safety Committee, Human Resources or University Police • Participate in Workplace Violence educational activities • Practice good active listening skills • Behave in a calm, friendly, and helpful manner • Your personal conduct can help de-escalate conflicts
  • 18. Workforce Violence Prevention Team • Includes representatives from each union, Director of Human Resources, University Police Chief and Environmental Health & Safety Officer. • Annually conducts a workplace evaluation to identify factors that may place employees at risk of workplace violence, and submits a report of findings through the Safety Committee to the College President • Participates in workplace violence incident review • Annually or after serious incidents, evaluates the effectiveness of the Workplace Violence Prevention Program • All employees are encouraged to participate in the workplace violence prevention program and are encouraged to report any workplace safety concerns to the WCP Team for follow-up.
  • 19. Incident Reporting: Who,What,Where,When • Report incidents the first time! Don’t wait for a 2nd or 3rd occurrence. • Human Resources is the primary contact for incidents of workplace violence (UPD for physical violence incidents) • Call 255-5423, 255- 5514, or complete an Incident Report
  • 20. Further Sources of Information • A written copy of SUNY Cobleskill's complete Workforce Violence Prevention Program is available upon request from the Human Resources office in Knapp Hall, room 126. • Current NYS laws, regulations, and guidance pertaining to workplace violence prevention: http://www.labor.ny.gov/workerprotection/safetyhealth/work placeviolence.shtm • Other Resources • University Police: (518) 255-5555 • Human Resources: (518) 255-5423, Knapp Hall • Employee Assistance Program: (518) 255-5327 • NYS Domestic & Sexual Violence hotlines http://www.opdv.ny.gov/help/dvhotlines.html • NYSBALANCE: http://www.nysbalance.ny.gov/ • Post-Incident Crisis Counseling • Beard Wellness Center: 255-5225 • Employee Assistance Program: 255-5EAP (x5327)
  • 22. Domestic Violence and the Workplace Recognizing Domestic Violence • Domestic Violence is defined as a pattern of behaviors with the goal of controlling and maintaining power over an intimate partner, including:  Physical Violence  Emotional/psychological  Sexual Violence  Threats, intimidation, coercion  Isolation  Minimizing, denying, blaming  Using children  Using cultural or gender-based privilege  Economic abuse
  • 23. Domestic Violence and the Workplace: Signs(Cont'd) • Visible physical injuries • Illnesses – especially stress-related ones • Marital or family problems • Alcohol or drug abuse • Poor work performance or employment history • On-the-job harassment by the abuser • Excessive use of telephone for personal use • Disruptive personal visits
  • 24. Domestic Violence and the Workplace: HowYouCanRespondHelpfully • Educate yourself about domestic violence • Question your own attitudes and beliefs about battered women • Learn how to support someone who is the victim of domestic violence • Be prepared to manage your own feelings about the situation
  • 25. Domestic Violence & the Workplace: CampusPersonnelPolicies The College will take appropriate consideration of domestic violence in all aspects of a victim's work situation, including:  Requests for leave, FMLA, and absences due to illness  Appointments  Promotions or transfers  Disciplinary cases  Work site location  Allocation of responsibilities  Termination or voluntary separation  Workplace violence prevention measures  Confidentiality of employee information  Access to benefits
  • 26. Domestic Violence and the Workplace: CollegeResponsibilities • We will actively address any: • Use of College resources or time to abuse an intimate partner • Act of domestic violence committed from, or at, the workplace or from any location while on state business • Use of job-related authority to abuse a victim, to locate a victim or to assist others in perpetrating an act of domestic violence • Help in the Workplace • Your supervisor, Human Resources, University Police or the Employee Assistance Program can help • Please provide copies of any Orders of Protection to University Police and/or the Human Resources Dept.
  • 27. Domestic Violence: Resources • University Police: (518) 255-5555 • Human Resources: (518) 255-5423, Knapp Hall 126 • Employee Assistance Program: (518) 255-5327 • New York State Domestic Violence hotlines http://www.opdv.ny.gov/help/dvhotlines.html • NYSBALANCE: http://www.nysbalance.ny.gov/
  • 29. Title IX Text Title IX of the Educational Amendments Act of 1972 provides that: “No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any educational program or activity receiving federal assistance.”
  • 30. SUNY Cobleskill Title IX Coordinator R. Erik Seastedt, HR Director, is the campus Title IX Coordinator. He may be reached at the following: SUNY Cobleskill 106 Suffolk Circle Knapp Hall room126 Cobleskill, NY 12043 (518) 255-5514 seastere@cobleskill.edu
  • 31. Identifying Sex Discrimination Title IX prohibits sex discrimination in educational programs and activities Sex discrimination includes all forms of sexual harassment, including verbal sexual harassment and sexual violence by employees, students, or third parties against employees, students, or third parties
  • 32. What is Sexual Violence? • Sexual violence is a form of harassment • Physical sexual acts perpetrated against a person’s will or where a person is incapable of giving consent •Includes conduct commonly known as rape, sexual assault, sexual coercion
  • 33. What is Sexual Harassment? • Sexual harassment is unwelcome conduct of a sexual nature that is sufficiently severe, persistent or pervasive that it unreasonable interferes with, denies, or limits someone’s ability to participate in or benefit from a program or activity • Examples: Unwelcome sexual advances, requests for sexual favors, and other verbal, nonverbal, or physical conduct of a sexual nature
  • 34. TYPES OF SEXUAL HARASSMENT Quid Pro Quo – Latin term meaning “this for that”. The term refers to conditions placed on a person’s career or terms of employment in return for sexual favors.
  • 35. TYPES OF SEXUAL HARASSMENT Hostile Environment – occurs when an individual is subjected to offensive, unwanted and unsolicited comments or behaviors of a sexual nature. Classified as hostile if behavior unreasonably interferes with their performance.
  • 36. Examples of Hostile Environment Sexual Harassment • Nonverbal – May include: Staring at someone (i.e. “undressing someone with one’s eyes”); blowing kisses; winking; or licking of one’s lips in a suggestive manner; displaying sexually oriented pictures or cartoons; using sexually oriented screen savers. • Verbal – May include telling jokes; using sexually explicit profanity or threats; describing sexual encounters with others; suggesting sexual activity; whistling in a sexually suggestive manner; using terms such as “honey”, “babe”, “sweetheart”, “dear”, etc. • Physical Contact – May include touching, patting, pinching, bumping, grabbing, cornering or blocking a passageway, kissing, providing unsolicited back or neck rubs. • Bottom line: If someone thinks you are harassing them, you ARE harassing them!
  • 37. Who can be harassing? • Supervisors • Coworkers • Students • Vendors • Contractors • Campus visitors • Parents • Etc. ALL must be reported and will be dealt with, regardless of affiliation with the college!
  • 38. If you are a witness to, or a victim of an act of harassment or violence or someone reports it to you … REPORT IT! Human Resources is the primary contact (255-5514)
  • 39. What will happen when it is reported? We will explain victim’s options We will notify of on/off campus resources We will conduct an investigation We will maintain confidentiality (not anonymity) We WILL take action so that it does not happen again If someone reports to you or if you witness Tell your supervisor File a written report Refer victim to Human Resources or other resources mentioned here
  • 41. Video Resources • Workplace Violence Prevention: http://www.cobleskill.edu/about/administrative-offices/human- resources/workplace-violence-video.asp • Sexual Harassment Prevention: http://www.cobleskill.edu/about/administrative-offices/human- resources/sexual-harassment.asp • Comprehensive harassment and violence prevention at SUNY Cobleskill: www.cobleskill.edu/hr (then click on “Violence and Harassment Prevention tab to the left)

Notas do Editor

  1. People usually hear about Title IX in the context of college sports, whether it’s sports being added or cut or discussions about how to create proportionality among opportunities for men and women to participate in college athletics.
  2. Title IX Guidance from OCR mandates training for the campus community—employees and students—because education will play a major role in making the campus grievance procedures effective. One key is being able to identify sex discrimination if you see it or experience it. Next you’ll need to know how to report it.
  3. Title IX Guidance from OCR mandates training for the campus community—employees and students—because education will play a major role in making the campus grievance procedures effective. One key is being able to identify sex discrimination if you see it or experience it. Next you’ll need to know how to report it.
  4. Sexual violence is the phrase OCR uses throughout the Dear Colleague letter to differentiate between verbal sexual harassment and physical sexual harassment. Sexual violence is a physical form sexual harassment.