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Office of Graduate Medical Education

INSTITUTIONAL POLICY ON DISCRIMINATION AND SEXUAL HARASSMENT

Discrimination: SUNY Downstate is an Equal Opportunity/Affirmative Action campus that subscribes to and complies with all federal, state and SUNY laws and regulations. SUNY Downstate is committed to equal opportunity/affirmative action in all terms and conditions of employment and in all educational activities and programs and does not discriminate on the basis of race, sex, color, religion, age, national origin, disability, marital status, status as a disabled veteran or veteran of the Vietnam era, or sexual orientation.

Sexual Harassment: It is the policy of SUNY Downstate Medical Center (Downstate), in keeping with efforts to establish an environment in which the dignity and worth of all members of our community are respected, that sexual harassment of employees and students is unacceptable conduct and will not be tolerated. Sexual Harassment situations that are brought to management’s attention will be dealt with immediately, and appropriate corrective action will be taken promptly. Sexual Harassment may involve the behavior of a person of the opposite or same sex, when that behavior falls within the definition outlined below.

Definition: Sexual harassment of employees and students at Downstate is defined as any unwelcome sexual advance, request for sexual favors, or other verbal or physical conduct of a sexual nature, as well as gender-based harassment that need not include sexual advances, when:
A. submission to such conduct is made either explicitly or implicitly a term or condition of an individual‘s employment or status as a student;
B. submission to or rejection of such conduct is used as the basis for decisions affecting the employment or academic status of that individual; or `
C. such conduct has the purpose or effect of unreasonably interfering with an
Individual’s work performance or educational experience, or creates an intimidating, hostile or offensive work or educational environment. A hostile environment is created by, but not limited to, discriminatory intimidation, ridicule or insult. It need not result in an economic loss to the affected person.
These guidelines define sexual harassment and recognize it as a violation of Title VII of the Civil Rights Act of 1964. There are many types of conduct that could constitute sexual harassment. Some examples include, but are not limited to, demanding sexual favors in exchange for a promotion or raise, changing performance expectations alter a subordinate refuses repeated requests for a date, comments about body parts or sex life, leering, offensive e-mail, off-color jokes, touching inappropriately, gestures, suggestive pictures, and/or personal gifts.

Complaint Procedures: Persons who feel that they have been sexually harassed under the definition described above and wish further information, or assistance in tiling a complaint, should contact Downstate’s Office of Diversity and Affirmative Action (ODAA), at extension 1738, 151 East 34 Street, Room AF -1 03 -H. Recipients of sexual harassment also have the option to contact the Office of Labor Relations at extension 1972 ducting regular business hours.

Those persons who feel physically threatened or are the victims of a crime must contact University Police/Public Safety at extension 2626. Complaints will be kept confidential to the extent possible. ·

Filing a complaint internally does not preclude an employee or student from filing a complaint with the appropriate external agency. More information is available in the ODAA.

Racial Harassment: Harassment based on race will not be tolerated at Downstate Medical Center and employees who violate the prohibition against harassment will be disciplined.
Racial harassment is unwelcome conduct that unreasonably interferes with an individual's work performance or creates an intimidating, hostile, or offensive work environment. Examples of harassing conduct include: offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance.
An isolated incident would not normally create a hostile work environment, unless it is extremely serious. An incident of harassment that is not severe standing alone may create a hostile environment when frequently repeated.
All residents are encouraged to report any incident of racial harassment to your supervisor. If it is a supervisor that is engaging in racial harassment residents should contact Downstate’s Chief Diversity Officer Kevin Antoine, JD, in the Office of Diversity and Affirmative Action at (718) 270-1361 or by email at kevin.antoine@downstate.edu.
Those persons, who feel physically threatened or are the victims of a crime regardless of location, must contact University Police/Public Safety at extension 2626. Complaints will be kept confidential to the extent possible.

Filing a complaint internally does not preclude an employee or student from filing a complaint with the appropriate external agency. More information is available in the ODAA

Free Expression The University is committed to an environment, which encourages, promotes, and protects free inquiry and free expression. The harassment and discrimination policies are not intended to restrict freedom of speech or any legitimate form of artistic or visual expression. These policies are also not intended to restrict discussion and debate in the classroom or academic forum. Protecting the values of free expression, especially in an academic community should be taken into account in administering these policies; this does not, however, include protecting acts of harassment or discrimination.

SUNY Downstate Policy Review and Reapproved by GMEC 6/16/10