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Prohibited Discrimination
Resources
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What to do if ...
you feel you have been Harassed or Discriminated Against
you are Accused of Inappropriate Conduct
you are in a Position of Authority
you are a Colleague or Peer
If You Feel You Have Been Harassed or Discriminated Against
- Keep notes of what happened: when, where, and who was present.
- Contact AAEO to inform us of the situation.
- Print and complete the Prohibited
Discrimination and/or Harassment Complaint Form from this site.
- Send your completed complaint form, along with any additional notes or
materials you would like us to review, to AAEO. It is helpful for AAEO to
have a written statement from you addressing the detailed nature of your
allegations, including what occurred, who was involved or witnessed the
incident(s), when, where and why the incident(s) occurred.
- Keep AAEO informed of subsequent developments, particularly threats or
retaliatory conduct. See
OHSU Policy: Equal Opportunity Complaint
Procedure.
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If You Are Accused of Inappropriate Conduct
- If AAEO receives a complaint naming you as a respondent, AAEO will contact
you.
- AAEO will investigate the complaint, acting as independent fact-finders
to determine if the allegations are substantiated.
- Be open and honest when questioned about the alleged conduct and explain
its context.
- Do not withhold, or attempt to conceal, the truth.
- Refrain from retaliation.
Remember that people have a right to file complaints, even if the respondent
does not believe the complaint is valid.
If You Are in a Position of Authority (Manager/Supervisor,
Department Chair/Director, Dean)
- Encourage employees and students to come forward with questions, concerns,
and complaints.
- Distribute relevant policies to all faculty
and employees periodically or when there are modifications to the policy.
- Encourage attendance at informational sessions designed to raise awareness
of the issue of prohibited harassment and remind faculty and employees periodically
of the need to maintain a harassment-free workplace and learning environment.
- Request education
from AAEO on the topics of prohibited discrimination and harassment.
If someone approaches you who thinks s/he has experienced prohibited discrimination
or harassment you have a special duty to address their concerns. The
knowledge you have received has placed OHSU on notice and triggered an obligation
to investigate the matter, determine whether prohibited conduct has occurred,
and if so to stop the prohibited conduct. Take every complaint seriously and
ensure that others do as well. Contact AAEO
immediately to inform us of the matter and to seek our advice.
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Follow these Guidelines:
- Determine if you are being asked for advice or to take action.
Ask, "What would you like me to do?" or, "How would you like me to help
you?" This will help you avoid misunderstandings and will help the complainant
clarify his/her objective in approaching you.
- Be respectful of the complainant.
Do not dismiss the complaint as trivial. Don't tell the complainant to
"grow a thicker skin" or say that the respondent "means well, but sometimes
slips." What may seem unimportant to you may be offensive or threatening
to another person who has different life experiences or less power.
- Acknowledge the courage needed for the complainant to approach
you and the difficulty of the situation.
If the complainant cries, remember that tears have various meanings and
in professional settings are often a sign of frustration and anger. Acknowledge
the person's emotions without labeling them, by saying something like:
"This must be difficult for you."
- Ensure that no retaliation occurs.
Fear of retaliation is common among those who have been harassed or discriminated
against and is often the reason they do not bring complaints forward.
Reassure the complainant and explain that the university has a process
in place to address prohibited harassment complaints. This process is
administered by AAEO.
- Keep allegations confidential.
Keep allegations confidential except on a "need to know" basis.
However, you should not promise confidentiality to a complainant. You
and OHSU are obligated to address complaints, and promising confidentiality
to a complainant might interfere with the ability to address complaints.
- Be neutral.
Avoid comments such as, "I'm sure he didn't mean anything by it" or, "Oh,
she does that to everyone," which may sound as if you are defending the
accused. Also avoid comments such as, "Well, you're so young and pretty"
or, "You shouldn't have been in the lab by yourself at night," which may
sound as if you are blaming the complainant.
- Comply with the university's applicable complaint procedures.
(See
OHSU Policy No. 03-05-050 Equal Opportunity Complaint Procedure)
- Remember that conversation and counseling between you and another
individual are not privileged communications.
These conversations can be elicited in the course of legal or administrative
proceedings that might ensue.
- Accept that the complaint procedure may bypass a supervisor
or administrator (or those with successively higher authority)
if s/he (or they) are the respondent(s).
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If You Are a Colleague or Peer
- Listen to the report of alleged prohibited harassment sympathetically
but objectively.
- Ask the individual if s/he wants to report the questionable behavior.
If requested, assist the individual in reporting the questionable behavior.
- Direct the individual to AAEO.
- Be aware that you and the person reporting the alleged prohibited harassment
are protected from retaliation.
- Keep allegations confidential, except as necessary to report. Confidentiality
protects the interests of the alleged respondent, the person making the
report, and protects you from responding to a complaint of retaliation.
See also OHSU's policies regarding
Equal Opportunity Complaint Procedure, Equal Opportunity, Harassment, Sexual
Harassment, Employment of Family Members, Conflicting Consensual Relationships,
Acceptable Use of Computing and Telecommunications Resources, and OHSU's Vision
and Core Values for further definitions and examples of prohibited conduct.
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