|
"Sexual harassment" includes unwelcome sexual advances, requests for sexual favors, sexually
<br />motivated physical contact or other verbal or physical conduct or communication of a sexual
<br />nature when: (1) submission to that conduct or communication is made a term or condition, either
<br />explicitly or implicitly, of obtaining employment, (2) submission to or rejection of that conduct or
<br />communication by an individual is used as a factor in decision affecting that individual's
<br />employment, or (3) that conduct or communication has the purpose or effect of substantially
<br />interfering with an individual's employment, and in the case of employment, the employer knows or
<br />should know of the existence of the harassment and fails to take timely and appropriate action.
<br />Discriminatory harassment may occur: 1) among peers or coworkers, 2) between managers and
<br />subordinates, or 3) between Members and the public.
<br />A. AmeriCorps program civil rights policy
<br />The CNCS has zero tolerance for the harassment of any individual or group of individuals for any reason. CNCS is
<br />committed to treating all persons with dignity and respect. CNCS prohibits all forms of discrimination based upon
<br />race, color, national origin, gender, age, religion, sexual orientation, disability, gender identity or expression,
<br />political affiliation, marital or parental status, or military service. All programs administered by, or receiving Federal
<br />financial assistance from CNCS, must be free from all forms of harassment. Whether in CNCS offices or
<br />campuses, in other service -related settings such as training sessions or service sites, or at service -related social
<br />events, such harassment is unacceptable. Any such harassment, if found, will result in immediate corrective action,
<br />up to and including removal or termination of any CNCS employee or volunteer. Recipients of Federal financial
<br />assistance, be they individuals, organizations, programs and/or projects are also subject to this zero tolerance
<br />policy. Where a violation is found, and subject to regulatory procedures, appropriate corrective action will be taken,
<br />up to and including termination of Federal financial assistance from all Federal sources.
<br />Slurs and other verbal or physical conduct relating to an individual's gender, race, ethnicity, religion, sexual
<br />orientation or any other basis constitute harassment when it has the purpose or effect of interfering with service
<br />performance or creating an intimidating, hostile, or offensive service environment. Harassment includes, but is not
<br />limited to: explicit or implicit demands for sexual favors; pressure for dates; deliberate touching, leaning over, or
<br />cornering; offensive teasing, jokes, remarks, or questions; letters, phone calls, or distribution or display of offensive
<br />materials; offensive looks or gestures; gender, racial, ethnic, or religious baiting; physical assaults or other
<br />threatening behavior; or demeaning, debasing or abusive comments or actions that intimidate.
<br />CNCS does not tolerate harassment by anyone including persons of the same or different races, sexes, religions,
<br />or ethnic origins; or from a CNCS employee or supervisor; a project, or site employee or supervisor; a non-
<br />employee (e.g., client); a co-worker or service member.
<br />I expect supervisors and managers of CNCS programs and projects, when made aware of alleged harassment by
<br />employees, service participants, or other individuals, to immediately take swift and appropriate action. CNCS will
<br />not tolerate retaliation against a person who raises harassment concerns in good faith. Any CNCS 7 employee who
<br />violates this policy will be subject to discipline, up to and including termination, and any grantee that permits
<br />harassment in violation of this policy will be subject to a finding of non-compliance and administrative procedures
<br />that may result in termination of Federal financial assistance from CNCS and all other Federal agencies.
<br />Any person who believes that he or she has been discriminated against in violation of civil rights laws, regulations,
<br />or this policy, or in retaliation for opposition to discrimination or participation in discrimination complaint
<br />proceedings (e.g., as a complainant or witness) in any CNCS program or project, may raise his or her concerns
<br />with our Office of Civil Rights and Inclusiveness (OCRI). Discrimination claims not brought to the attention of OCRI
<br />within 45 days of their occurrence may not be accepted in a formal complaint of discrimination. No one can be
<br />required to use a program, project or sponsor dispute resolution procedure before contacting OCRI. If another
<br />procedure is used, it does not affect the 45 -day time limit. OCRI may be reached at 202-606-7503 (voice), 202-
<br />606-3472 (TTY), eo@cns.gov, or through http://www.nationalservice.gov/.
<br />B. Complaint procedures
<br />Members have the right to report a concern or complaint about discrimination or discriminatory harassment to their
<br />Host Site supervisor, the MPCA's Minnesota GreenCorps Program Coordinator, the MPCA Community and
<br />Business Assistance Development Manager, or to the MPCA Human Resources Department. In fulfilling the
<br />obligation to maintain a positive and productive work environment, Host Site supervisors, the MPCA's Minnesota
<br />GreenCorps staff, and the MPCA Human Resources Department are expected to address or report any suspected
<br />discrimination or discriminatory harassment.
<br />The following is the contact information for the MPCA Human Resources Office:
<br />Human Resources Office
<br />Minnesota Pollution Control Agency
<br />520 Lafayette Road North
<br />Saint Paul, MN 55155
<br />651-757-2587 (voice), 651-282-5332 (TTY)
<br />651-296-5341 (fax); Kellie.McNamara@state.mn.us (email)
<br />Page 30 of 34 I February 2019 1 p-mgc2-03
<br />
|