Statement on Acts of Intolerance

There will be no verbal or written personal attacks on any individual or group of individuals based on age, ancestry, color, disability or handicap, national origin, race, religious creed, sex, sexual orientation, gender identity, or veteran’s status. All employees are required to treat each other and all of the University community with respect and courtesy. Examples of unacceptable behavior include but are not limited to such actions as:

1. Email sent with any degradation of any individual or group of individuals based on race, culture, religion, sexual orientation, gender identity, or other group associations.

2. Racial or sexual jokes told while on the job.

3. Any communication whether verbal or written meant to deny any University benefit to any individual or group of individuals based on race, culture, religion, sexual orientation, gender identity, or other group associations.

4. Email that includes a personal attack on any individual.

5. Verbal communication that discriminates or includes derogatory language against an individual because of race, culture, religion, or sexual orientation, or gender identity.

6. Joke or verbal comments which degrades an individual because of sexual orientation or gender identity.

7. Personal verbal attacks against a person that includes any derogatory comment in relation to race, sexual orientation, or gender identity, when that individual is not present.

8. Obvious physical gestures of disapproval behind the back of or in the presence of any individual because of sexual orientation, gender identity, race, religion, or disability.

9. Insulting verbal comments or play-acting in relationship to physical characteristics of any individual or group of individuals.

10. Any kind of verbal or written communication that includes racial slurs, unkind language or other insulting nicknames or names.

It is not acceptable to deny any individual any opportunity or benefit authorized by the University or Finance & Business based on age, ancestry, color, disability or handicap, national origin, race, religious creed, sex, sexual orientation, gender identity, or veteran’s status. Examples of unacceptable acts include but are not limited to the following:

1. To deny an individual a job promotion based on gender.

2. To deny an individual travel opportunity based on an individual’s sexual orientation or gender identity.

3. To exclude an individual from participation in a project because of race.

4. To exclude an individual from an all-inclusive event such as a holiday lunch, office celebration or other event because of sexual orientation or gender identity.

5. To deny an individual a work opportunity because of perceived gender ability differences.

6. To deny an individual benefits or awards based on a person’s sexual orientation or gender identity.

It is not acceptable to treat work colleagues in a disrespectful manner in order to create a hostile environment. Examples include but are not limited to:

1. Leaving intimating or derogatory newspaper articles in an anonymous fashion to tease or harass an individual.

2. Continual teasing of an individual or group of individuals in a mean-spirited manner.

3. Isolating an employee from group work activities.

4. Sending or leaving anonymous notes that harasses individuals based on sexual orientation or gender identity.

5. Making verbal comments of a sexual manner or any physical advances.

6. Physical contact in any hostile or threatening manner.

7. Ganging up against an individual or group of individuals because of personality conflicts or past issues.

University employees are prohibited by University policy and by state and federal law from engaging in behaviors, which create an offensive, hostile or intimidating working environment. These behaviors interfere with and undermine the respect and trust that must exist between co-workers in order to maintain a positive and productive work environment. As a University employee, each person is responsible for establishing and maintaining a professional relationship with others in full compliance with University policies and applicable laws.

Process to Report Acts of Intolerance

The following is the process to report any situations similar to the above or other forms of harassment, intolerance, or intimidation.

1. Speak up whenever you feel harassed or offended, unless you feel uncomfortable.

2. Document any events as much as possible to include time, individuals involved or present, date and description.

3. Report the incident or environment to your immediate supervisor. If for any reason you are fearful or uncomfortable with reporting any incident or discussing climate issues with your supervisor, please contact any of the individuals listed as Diversity Contacts or the Sexual Harassment Contacts.

4. Supervisors should contact any of the Diversity or Sexual Harassment Contact individuals for assistance in addressing a situation reported by an employee:

5. Diversity Contacts:

Steve Hayes Senior Employment Specialist Office of Human Resources Box 31 Rider Bldg. 865-1387 lsh5@psu.edu 865-3750

Name and Title	Office Address	Phone Number	E-mail and Fax
Lydia Abdullah Assistant Director for Reporting University Budget Office	308 Old Main	865-7641	lpa1@psu.edu 863-8050
Duane Bullock Manager, Supplier Diversity and Environmentally Responsible Purchasing	101 Procurement Svcs. Bldg.	865-5417	Dmb5@psu.edu 865-3028
Carol Eicher Assistant Director, Human Resources Hospitality Services	The Penn Stater	863-5071	ece2@psu.edu 863-5096
Mary Jane Fisher Human Resources Coordinator University Budget Office	308 Old Main	865-7642	mjf1@psu.edu 863-8050
Deb Johnson Human Resources Coordinator III Auxiliary & Business Services	105 H&FS Bldg.	863-2825	daj8@psu.edu 863-3782
Mi A Kim Environmental Systems Technician Office of Physical Plant	40 Physical Plant Bldg.	865-5458	mxk203@nw.opp.psu.edu
Tyrone Parham Asst. Director Police Operations University Police	25 Eisenhower Parking Deck	865-1864	tap3@psu.edu 865-0466
Susan Rutan Asst. Director of Human Resources Office of Physical Plant	102 Physical Plant Bldg.	863-0671	smr9@psu.edu 863-5763
Roseann Sieminski Asst. Controller & Bursar Office of the Corporate Controller	103 Shields Bldg.	865-6528	rks1@psu.edu 865-2979

Sexual Harassment Contacts:

Visit the following Web address for a complete list of contacts: http://www.psu.edu/dept/aaoffice/sexresources.htm

6. Following contact with one of the above individuals the process shall be as follows:

· Confidential discussion with employee/employees and Diversity Contact.

· Discussion of possible action plan, recommendations and alternatives with employee/employees.

· Diversity Contact discusses situation, plans, and recommendations with Supervisor, Manager and/or Director.

· Final action plan may be reviewed with Senior Vice President.

· Implement recommended actions and review action plans with employee/employees.

· Notify employee/employees when corrective action has occurred.

· Schedule follow-up review to verify that the situation is corrected or improved and to assure that there has been no reprisal to any employees in relation to reporting acts of harassment or intolerance.

· NOTE: Any action taken will be in compliance with University policies and applicable University-Union agreement.

7. Any employee who for any reason does not want to discuss situations of intolerance or harassment with anyone in Finance & Business is encouraged to contact their HR Representative, the Affirmative Action Office located in 328 Boucke (863-0471), or Employee Relations at 865-1412.

Revised 8.20.07