VII.C. BSC Harassment Policy: Difference between revisions

From BSC Policy
Jump to navigationJump to search
xx>Willkrantz
mNo edit summary
 
(7 intermediate revisions by 3 users not shown)
Line 1: Line 1:
<ol>
<li>The BSC fosters an environment for open discussions and debates regarding life-styles and life choices.  Threatening behavior and verbal assaults constitute harassment.  Harassment in the BSC of any type will not be tolerated.  This includes harassment on the job or in a living environment.  Prompt action will be taken on behalf on any member or employee who notifies the Coordinator for Outreach Diversity & Anti-Discrimination or any Central Level Manager that such behavior/incident/situation has occurred.  Appropriate action will be taken if any member or employee harasses a member or employee of the BSC.
</li>


<li>Harassment may be manifested by, but not limited to, actions that are targeted at individuals or groups that is disruptive of the work or living environment such as:
== I. Policy Statement & Definition: ==
:A. The BSC strives to create and maintain a community in which people are treated with dignity, decency, and respect. The BSC community should be characterized by mutual trust and the absence of intimidation, oppression, and exploitation. Members should be able to live, board, and learn in a safe and stimulating environment. The accomplishment of this goal is essential to fulfilling the mission of the BSC. For that reason, the BSC will not tolerate unlawful discrimination or harassment of any kind. Through enforcement of this policy and through the education of members and guests, the BSC will seek to prevent, correct, and discipline behavior that violates this policy.


<ol style="list-style-type:lower-alpha;">
:B. The BSC is committed to providing a safe and cooperative community that is free of harassment. The BSC strictly prohibits all forms of unlawful harassment, including harassment on the basis of age, color, disability, gender, sex, height, marital status, national origin, race, religion, sexual orientation, ''criminal record (felonies and misdemeanors)'', veteran status, or weight in accordance internal policy and with all applicable federal, state, and local laws.
<li>Repeated stereotyped comments or depictions;</li>
<li>Hostility or offensive conduct towards a person or group or group on the basis of race, sex, national origin, disability, sexual orientation, or other status protected by state or federal law.<sup>1</sup></li>
<li>Explicit derogatory comments or remarks;</li>
<li>Verbal harassment or abuse;</li>
<li>Physically threatening behavior </li>
<li>Coercion by threat of punishment</li>
<li>Assault</li>
<li>Retaliation towards complainant or refusal to cease any form of harassment</li>
</ol>


</li>
:C. Please see the [https://www.bsc.coop/policy/index.php/VII.D._Sexual_Harassment_and_Sexual_Violence_Policy BSC Sexual Harassment and Sexual Violence Policy] for policies and procedures governing sexual harassment and assault.
<li>The BSC does not condone and will not tolerate any type of harassment. Any employee or member who harasses another employee or member will be subject to disciplinary measures up to and including termination of employment or membership. Corrective action or options may include advising, counseling, and training.
</li>
<li>Employees or members who feel they have been or are being harassed or have witnessed harassment should inform their supervisor, a house official, the Central Level  Coordinator for Outreach Diversity and Anti-Discrimination(CODA) or any Central Level Manager at 848-1936. ALL CALLS WILL BE HANDLED DISCREETLY.
</li>


:D. Please see the BSC Anti-Bullying and Abusive Behavior Policy for policies and procedures governing bullying and/or abusive behavior not predicated on an individual or group’s protected status.




----
''[Updated B. per Board #1 (3.2.23)]''
''1. Protected classes are the above five as well as religion, age, marital status, political affiliation, religious affiliation''
 
==II. Applicability ==
:A. All members, guests, alumni, and third-parties conducting business with the BSC are expected to comply with this policy, and to take appropriate measures to ensure that prohibited conduct does not occur.  Appropriate disciplinary action will be taken against any member, guest, alumni, or third-party that violates this policy.  Based upon the seriousness of the offense and the nature of the individual’s relationship with the BSC, disciplinary action may include a warning, educational sanctions, a conditional contract, membership termination, ineligibility to visit BSC property, and/or ineligibility to conduct business with the BSC.
 
:B. Please see the [https://www.bsc.coop/policy/index.php/Employee_Handbook#26._Discrimination_.26_Harassment_Prevention_Policy Discrimination & Harassment Prevention Policy] in the BSC Employee Handbook for harassment policies providing protections and outlining expectations and accountability for BSC student and professional staff in the workplace.
 
== III. Examples of Prohibited Harassment and/or Discrimination ==
:A. The BSC prohibits discrimination and/or harassment that a reasonable person would find:
::i. Has the purpose or effect of creating an intimidating, hostile, or offensive educational, living, or boarding environment; or
::ii. Has the purpose or effect of unreasonably interfering with an individual’s academic performance or their ability to exercise their rights and/or fulfill their responsibilities as a BSC member, guest, alumni, or third party providing services within the BSC community.
 
:B. Examples of unacceptable behavior (whether physical, verbal, written, graphic, electronic messages or media posted or circulated in the community) include the following types of conduct directed toward another person or group on the basis of a protected identity:
::i. Derogatory comments or remarks.
::ii. Slurs, epithets and any other offensive remarks.
::iii. Repeated stereotyped comments or depictions.
::iv. Inappropriate jokes.
::v. Threats, intimidation, and other menacing behavior.
::vi. Physical abuse and/or inappropriate physical conduct.
::vii. Distribution, display, or discussion of any written or graphic material that ridicules, denigrates, insults, belittles or shows hostility, aversion or disrespect toward an individual or group  messages, videos or text messages, instant messaging, social media, or any other medium.
::viii. Retaliation toward a complainant or witness to harassment
::ix. Refusal to cease any form of harassment
::x. Other harassing or discriminatory conduct directed toward an individual or group on the basis of the protected categories identified in this policy.
 
:C. Members, guests, alumni, or third-parties conducting business with the BSC who have any questions about what constitutes harassing or discriminatory conduct should contact the Cooperative Experience Manager, Member Resources Supervisor, or Executive Director.
 
== IV. Reporting Harassment or Discrimination & Enforcement ==
:D. If any member, guest, alum, or third-party conducting business with the BSC feels that they are being harassed or discriminated against or if they observe harassment or discrimination by another member, guest, alum, or third-party doing business with the BSC, they should immediately report the incident to a member of their unit-level manager team, the Cooperative Experience Manager, or the Member Resources Supervisor in order for appropriate action to be taken.
 
:E. In order for the BSC to investigate and try to resolve complaints internally, all parties must promptly report complaints of misconduct under this policy to the Cooperative Experience Manager or the Member Resources Supervisor.  All complaints should be submitted via the [https://docs.google.com/forms/u/1/d/e/1FAIpQLSd23FT6SLYzZJ7TIzve6TdNZWLMGzMSFZAn04kydmbR6gYCpw/viewform BSC Conduct Complaint Form], via email, or by calling (510) 848-1936. All complaints of unlawful harassment or discrimination that are reported will be investigated as promptly as possible and corrective action will be taken where warranted.
 
:F. The investigation and resolution of complaints will be conducted in accordance with:
::i. The [https://www.bsc.coop/policy/index.php/VII.F._BSC_Grievance_Procedure BSC Grievance Procedure] (for current BSC members)
::ii. The [https://www.bsc.coop/policy/index.php/VII.M._BSC_PNG_and_Unit-Level_PNG_Policy BSC Central Level PNG Policy] (for alumni, guests, or third-parties conducting business with the BSC)
 
 
[Approved by Board November 9th 2017]

Latest revision as of 01:06, 9 March 2023

I. Policy Statement & Definition:

A. The BSC strives to create and maintain a community in which people are treated with dignity, decency, and respect. The BSC community should be characterized by mutual trust and the absence of intimidation, oppression, and exploitation. Members should be able to live, board, and learn in a safe and stimulating environment. The accomplishment of this goal is essential to fulfilling the mission of the BSC. For that reason, the BSC will not tolerate unlawful discrimination or harassment of any kind. Through enforcement of this policy and through the education of members and guests, the BSC will seek to prevent, correct, and discipline behavior that violates this policy.
B. The BSC is committed to providing a safe and cooperative community that is free of harassment. The BSC strictly prohibits all forms of unlawful harassment, including harassment on the basis of age, color, disability, gender, sex, height, marital status, national origin, race, religion, sexual orientation, criminal record (felonies and misdemeanors), veteran status, or weight in accordance internal policy and with all applicable federal, state, and local laws.
C. Please see the BSC Sexual Harassment and Sexual Violence Policy for policies and procedures governing sexual harassment and assault.
D. Please see the BSC Anti-Bullying and Abusive Behavior Policy for policies and procedures governing bullying and/or abusive behavior not predicated on an individual or group’s protected status.


[Updated B. per Board #1 (3.2.23)]

II. Applicability

A. All members, guests, alumni, and third-parties conducting business with the BSC are expected to comply with this policy, and to take appropriate measures to ensure that prohibited conduct does not occur. Appropriate disciplinary action will be taken against any member, guest, alumni, or third-party that violates this policy. Based upon the seriousness of the offense and the nature of the individual’s relationship with the BSC, disciplinary action may include a warning, educational sanctions, a conditional contract, membership termination, ineligibility to visit BSC property, and/or ineligibility to conduct business with the BSC.
B. Please see the Discrimination & Harassment Prevention Policy in the BSC Employee Handbook for harassment policies providing protections and outlining expectations and accountability for BSC student and professional staff in the workplace.

III. Examples of Prohibited Harassment and/or Discrimination

A. The BSC prohibits discrimination and/or harassment that a reasonable person would find:
i. Has the purpose or effect of creating an intimidating, hostile, or offensive educational, living, or boarding environment; or
ii. Has the purpose or effect of unreasonably interfering with an individual’s academic performance or their ability to exercise their rights and/or fulfill their responsibilities as a BSC member, guest, alumni, or third party providing services within the BSC community.
B. Examples of unacceptable behavior (whether physical, verbal, written, graphic, electronic messages or media posted or circulated in the community) include the following types of conduct directed toward another person or group on the basis of a protected identity:
i. Derogatory comments or remarks.
ii. Slurs, epithets and any other offensive remarks.
iii. Repeated stereotyped comments or depictions.
iv. Inappropriate jokes.
v. Threats, intimidation, and other menacing behavior.
vi. Physical abuse and/or inappropriate physical conduct.
vii. Distribution, display, or discussion of any written or graphic material that ridicules, denigrates, insults, belittles or shows hostility, aversion or disrespect toward an individual or group messages, videos or text messages, instant messaging, social media, or any other medium.
viii. Retaliation toward a complainant or witness to harassment
ix. Refusal to cease any form of harassment
x. Other harassing or discriminatory conduct directed toward an individual or group on the basis of the protected categories identified in this policy.
C. Members, guests, alumni, or third-parties conducting business with the BSC who have any questions about what constitutes harassing or discriminatory conduct should contact the Cooperative Experience Manager, Member Resources Supervisor, or Executive Director.

IV. Reporting Harassment or Discrimination & Enforcement

D. If any member, guest, alum, or third-party conducting business with the BSC feels that they are being harassed or discriminated against or if they observe harassment or discrimination by another member, guest, alum, or third-party doing business with the BSC, they should immediately report the incident to a member of their unit-level manager team, the Cooperative Experience Manager, or the Member Resources Supervisor in order for appropriate action to be taken.
E. In order for the BSC to investigate and try to resolve complaints internally, all parties must promptly report complaints of misconduct under this policy to the Cooperative Experience Manager or the Member Resources Supervisor. All complaints should be submitted via the BSC Conduct Complaint Form, via email, or by calling (510) 848-1936. All complaints of unlawful harassment or discrimination that are reported will be investigated as promptly as possible and corrective action will be taken where warranted.
F. The investigation and resolution of complaints will be conducted in accordance with:
i. The BSC Grievance Procedure (for current BSC members)
ii. The BSC Central Level PNG Policy (for alumni, guests, or third-parties conducting business with the BSC)


[Approved by Board November 9th 2017]