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Something’s Happening… Civility in the Workplace. School of Law, School of Social Work & Greater Hartford Faculty & Staff Friday, March 5, 2010. Agenda. Welcoming Remarks Purpose & Guidelines Policies, Procedures & Resources Panel Q & A Session Small Group Discussions

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something s happening civility in the workplace

Something’s Happening…Civility in the Workplace

School of Law, School of Social Work & Greater Hartford Faculty & Staff

Friday, March 5, 2010

  • Welcoming Remarks
  • Purpose & Guidelines
  • Policies, Procedures & Resources Panel
  • Q & A Session
  • Small Group Discussions
  • Wrap-up & Next Steps
      • Moderator: Lt. Col. Christine Harvey
ground rules
Ground Rules
  • Actively participate
  • Speak for yourself
  • Respect each other- person & perspective
  • Actively listen
  • Agree to disagree respectfully
  • Seek solutions which benefit the greater good for all of our community
welcoming remarks
Welcoming Remarks
  • Jeremy Paul, Dean, School of Law
  • Salome Raheim, Dean, School of Social Work
  • David Williams, Director, Greater Hartford
purpose guidelines
Purpose & Guidelines
  • Kathleen Holgerson, Director, Women’s Center
  • Carol Millette, AFSCME
policies procedures resources panel
Policies, Procedures & Resources Panel
  • Dana McGee, Associate Vice President, Office of Diversity & Equity
  • Donna Munroe, Vice President, Human Resources & Payroll Services
  • Rachel Rubin, Director of Compliance, Office of Audit, Compliance & Ethics
  • Kathleen Holgerson, Director, Women’s Center
  • Carol Millette, Representative, AFSCME
  • Officer Thomas Ryba, UConn Police
office of diversity equity dana mcgee associate vice president
Office of Diversity & EquityDana McGee, Associate Vice President

Retaliation against an employee after he or she has

complained about discriminatory harassment, or

participated in an investigation of discriminatory

harassment, is illegal and violates University policies

prohibiting retaliation against parties and witnesses.

Retaliatory actions include any conduct that could be

construed (by a reasonable person) as designed to

discourage people from pursuing discrimination complaints

or participating in discrimination complaint investigations.

  • Example: Distributing information or gossiping about a

discrimination complaint investigation for the purposes of

embarrassing or intimidating the Accuser or the Accused.

office of diversity equity retaliation consequences
Office of Diversity & EquityRetaliation Consequences

If there is evidence of retaliation, you may be subject to

discipline, up to and including dismissal, and increased

exposure to personal and institutional liability.

The punishment for retaliation can be more severe than

the punishment for the original act of discrimination.

Even if the alleged act of discrimination cannot be

substantiated by the investigation, you may still be held

accountable for retaliating against a complainant.

office of diversity equity consequences risks
Office of Diversity & EquityConsequences & Risks
  • Authority figures who engage in unwelcome behavior towards subordinates risk career damage and financial loss
  • Supervisors or faculty who engage in consensual romantic relationships with subordinates or students invite substantial personal risk, career damage and financial loss
  • After consulting with Human Resources, the Attorney General’s Office may refuse to defend employees who act outside the scope of their authority (willful, wanton, reckless behavior)
office of diversity equity reporting
Office of Diversity & EquityReporting

Under Connecticut law, employees in positions of authority are obligated to take discriminatory harassment/discrimination complaints seriously, respond promptly to employees requesting help, and avoid conduct that discourages alleged victims from seeking help.

Employees in positions of authority who receive actual or apparent notice of discriminatory harassment have a DUTY TO REPORT the behavior.

office of audit compliance ethics rachel rubin director of compliance
Office of Audit, Compliance & EthicsRachel Rubin, Director of Compliance
  • Can do…
    • Assist employees with figuring out what to do about a concern.
    • Investigate claims that involve allegations of violations of the State Ethics Code, Privacy laws or other relevant areas.
    • Refer investigations to other departments.
    • Make recommendations to the President and management for remediation and action.
  • Can not do. . .
    • Take direct action against an employee.
    • Cannot investigate claims or refer claims that do not concern policy violations.
office of audit compliance ethics reporting a compliance concern
Office of Audit, Compliance & EthicsReporting a Compliance Concern
  • Provide details (names, dates, etc.).
  • Be as specific as possible.
  • Remember to check back if using the anonymous REPORTLINE.
  • Retaliation is prohibited and should be reported immediately.
  • OACE cannot investigate a concern without detailed, clear and exact information from the reporter.
the women s center kathleen holgerson director our herstory
The Women’s CenterKathleen Holgerson, DirectorOur Herstory
  • Established in 1972
  • Grew out of the activism of students,

staff, and faculty

  • Provided education and resources, and

served as a gathering place

the women s center our herstory
The Women’s CenterOur Herstory

Issues included:

  • discriminatory hiring practices towards women and minorities;
  • equal access to athletic facilities and funds for athletic programs;
  • non-sexist treatment from faculty and health center personnel;
  • the establishment of a Women’s Studies program;
  • equal hiring and promotion opportunities;
  • space for child care facilities; and
  • permanent and adequate facilities for the Women’s Center.
where we are today
Where we are today

The Women’s Center is one of the five cultural centers on campus.

  • H. Fred Simons African American Cultural Center
  • Asian American Cultural Center
  • Puerto Rican/Latin American Cultural Center
  • Rainbow Center
cultural centers
Cultural Centers

The cultural centers provide advocacy and support to those seeking assistance with issues of harassment and discrimination based on gender, sexual orientation, and/or race/ ethnicity.  Advocacy and support can take the form of providing an overview of the options and resources available, short-term crisis intervention, and/or providing general assistance.

  • Asian American Cultural Center – 486-0830

Serves as an informational resource center regarding the Asian American experience and to create an appreciation and understanding of the diverse Asian cultures represented within the community. The Center serves as a cultural liaison to the University community.

  • African American Cultural Center – 486-3433

Promotes cultural preservation, quality leadership, and academic excellence through a unique approach to cultural advocacy, academic support, and community outreach.

  • Puerto Rican Latin American Cultural Center – 486-1135

The Center’s mission is to improve the general welfare of Latinos and to promote awareness, understanding, and appreciation of the richness and diversity of Latin American cultures. Offers educational, cultural, and social programs, which enhance student, faculty, and staff recruitment and retention as well as the multicultural climate of our community.

  • Rainbow Center – 486-5821

The mission of the Center is to serve the diversity of the Gay, Lesbian, Bisexual, Transgender, Queer, Questioning, and Allied community and to provide resources and services to the wider community of students, faculty, staff, and local residents. To ensure that everyone has the opportunity to learn, work, and grow in a supportive and safe environment. To act as an accessible and safe space for reporting incidents of harassment and discrimination. To reduce the effects of alienation experienced by community members by diminishing negative behaviors and or attitudes towards the GLBTQ community through the use of education and advocacy.

women as a cultural center
Women as a Cultural Center??

Because the Women’s Center recognizes that women are not a monolithic group, integrating an analysis of power and privilege, especially as it relates to White privilege, also remains an ongoing emphasis of our work across the core components.

the women s center our mission
The Women’s CenterOur Mission

The mission of the Center is to:

Advocate, educate, and provide support services for the achievement of women's equity at the University and within the community at large.

Special attention is focused on women who face additional challenges due to their race, nationality, class, sexual identity, religion, age, and physical or mental ability.

the women s center
The Women’s Center

The major activities of the Women’s Center are concentrated in three core, yet interconnected, areas:

  • Education (programs focused on raising awareness on issues related to gender)
  • Advocacy (individual and institutional)
  • Support services (information, referral, and crisis intervention)
the women s center violence against women prevention program
The Women’s CenterViolence Against Women Prevention Program
  • Addressing violence against women, primarily through our Violence Against Women Prevention Program is a consistent area of focus that runs across these three core areas.
union connection carol millette afscme rep
Union ConnectionCarol Millette, AFSCME Rep
  • Union steward for AFSCME (Clerical Union) for over 20 years. Advocate for employees around contract issues & other non-contract issues –dealing with a hostile environment, lack of respect, & overall incivility in the workplace
  • My work began when hearing about uncivil behavior & lack of respect through;
    • One-on-one work with members
    • Support Staff Brown Bag lunch series FA 05-FA 07
    • Women’s Advance Conference May 2005
    • Conversations with other union reps across campus
union connection
Union Connection
  • Other Union representatives have asked me to speak on their behalf:
    • CEUI-Leslie Maddocks & Nicole Dore
    • UCPEA-Annie Noonan
    • AAUP-Leslie Gemme
  • Union representatives advocate for employees around contract issues, as well as things not covered in the contract, such as dealing with a hostile work environment, lack of respect, and overall incivility in the workplace.
  • We have all worked closely & collaboratively with a focus on keeping these issues visible
  • Union representatives are here to ensure that members’ voices are heard & issues are addressed. We are here to provide support through what is being experienced, at whatever level it is taken to. We are just one avenue among many that can provide advocacy & support.
uconn police department workplace violence
UConn Police Department Workplace Violence
  • Employee Violence
    • Criminal Mischief
    • Harassment
    • Threatening
    • Disorderly Conduct
    • Assault
uconn police department criminal mischief 3 rd edited version
UConn Police DepartmentCriminal Mischief 3rd(edited version)
  • A person who:
    • (1) damages tangible property of another or state property; or
    • (2)tampers with tangible property of another or state property and thereby causes such property to be placed in danger of damage.
    • e.g. Keyed car, slashed tires, computer tampering
uconn police department harassment 2 nd edited version
UConn Police DepartmentHarassment 2nd(edited version)  
  •  A person who:
    • (1) by telephone uses indecent or obscene language; or
    • (2) with intent to harass, annoy, or alarm communicates with a person by mail, computer network, or any written communication, in a manner likely to cause annoyance or alarm; or
    • (3) with intent to harass, annoy, or alarm makes a telephone call, whether or not a conversation ensues, in a manner likely to cause annoyance or alarm.
uconn police department threatening 2 nd edited version
UConn Police DepartmentThreatening 2nd(edited version)
  • A person who:
    • (1) by physical threat intentionally places or attempts to place another person in fear of imminent serious physical injury; or
    • (2) such person threatens to commit any crime of violence with the intent to terrorize another person.
    • e.g. “I am going to blow this building up”
uconn police department disorderly conduct assault edited version
UConn Police DepartmentDisorderly Conduct & Assault (edited version)
  • Disorderly Conduct: Intent to cause inconvenience, annoyance, or alarm:
    • (1) by fighting, violent or threatening behavior; or
    • (2) by offensive or disorderly conduct, annoys or interferes with another person; or
    • (3) makes unreasonable noise.
      • e.g. Swearing, yelling, throwing objects
  • Assault 3rd : Intent to cause physical injury to another person and causes such injury.
      • e.g. Choking, punching, kicking
uconn police department school of law campus
UConn Police DepartmentSchool of Law Campus
  • MSgt. Hector Gonzalez; Hartford UConn Police
    • Telephone (860) 570-5173 for routine calls
  • For emergencies
    • Dial 911 (8911 from a university phone)
    • Upon receiving a 911 call, the Hartford Police will respond and/or contact the UConn Police
  • “Code blue” phones
uconn police department greater hartford campus west hartford
UConn Police DepartmentGreater Hartford Campus (West Hartford)
  • MSgt. Hector Gonzalez; Hartford UConn Police
    • Telephone (860) 570-5173 for routine calls
  • For emergencies
    • Dial 911 (8911 from a university phone)
    • Upon receiving a 911 call, the West Hartford Police will respond and/or contact the UConn Police
  • “Code blue” phones
questions answers

Questions & Answers

Facilitated by Chris Harvey

small group discussions
Small Group Discussions
  • Please share with us what has been happening in your work area. What types of behaviors are exhibited? Civil? Uncivil?
  • When uncivil behavior is exhibited in your workplace, how is it handled?
  • What does the University need to do to ensure civility in the workplace?