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Chapter Twelve: Discrimination and Harassment Policy

Philosophy:  The district is committed to providing a professional working and learning environment which is fair and responsible; supports, nurtures, and rewards educational and employment growth on the basis of relevant factors such as ability and performance; and is free of discriminatory, inappropriate, and disrespectful conduct.

12.1  Sexual Harassment

Sexual harassment will not be condoned in the ___________ County Extension office and all allegations of sexual harassment shall be investigated. It is also the council's policy that false accusation of sexual harassment will not be condoned.

The Civil Rights Act defines sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

  • Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; or
  • Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual; or
  • The conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. Such actions as patting inappropriately, cornering, sexually oriented comments about an individual's body, and dirty jokes are included in this definition.

The following suggestions are made for any employee who believes he/she is, or has been, sexually harassed by a supervisor, co-worker or person conducting business with the __________County Extension Office:

  1. Politely, but firmly, confront the individual doing the harassing. State that the actions/conduct are unwelcome and request that the person cease the unwanted actions.
  2. Report the incident immediately to the CEED or other authority, i.e.: ISUE area director or Council chair.
  3. Follow the steps outlined in Chapter 13: Complaint Procedures.

Note: All district staff will complete the ISU on line Sexual, Racial and Ethnic Harassment Training.

12.2  Racial and Ethnic Harassment

Racial and ethnic harassment will not be condoned in the ___________ County Extension office and all allegations of such harassment shall be investigated. It is also the council's policy that false accusation of racial and ethnic harassment will not be condoned.

The law defines racial or ethnic harassment as any non-consenting conduct based upon race, ethnicity or national origin that creates a hostile work or educational environment. Racial or ethnic harassment may include threats, physical contact, pranks, vandalism, verbal, graphic, or written conduct directed at an individual or individuals because of their race or national origin. Even if actions are not directed at specific persons, a hostile environment is created when the conduct is sufficiently severe, pervasive or persistent so as to unreasonably interfere with or limit the ability of an individual to work, study or otherwise to participate in activities of the ISU Extension.

Examples of racial or ethnic harassment include, but are not limited to: severe or persistent racial epithets, derogatory comments, jokes or ridicule directed to a specific person or persons about their race or ethnicity; threats of, or actual violence based upon the race or ethnicity of the victim; defacement of a person's property based upon race of the owner; persistent and repeated racial or ethnic remarks or conduct, even if not directed at a specific person or persons, which unreasonably affect the ability of persons to participate in ISU Extension programs.

The following suggestions are made for any employee who believes he/she is, or has been, harassed by a supervisor, co-worker or person conducting business with the __________County Extension Office:

  1. Politely, but firmly, confront the individual doing the harassing. State that the actions/conduct are unwelcome and request that the person cease the unwanted actions.
  2. Report the incident immediately to the CEED or other authority, i.e.: ISUE area director or Council chair.
  3. Follow the steps outlined in Chapter 13: Complaint Procedures.

Note: All district staff will complete the ISU on line Sexual, Racial and Ethnic Harassment Training.