Harassment
USDA ANTI-HARASSMENT POLICY
The U.S. Department of Agriculture (USDA) is committed to creating and maintaining a talented, diverse, and inclusive workforce. USDA provides employment opportunities, programs, and services to the American public in a manner that demonstrates our commitment to fairness, integrity, and equality. In accordance with requirements established by the U.S. Supreme Court , this policy applies to USDA employees in their working relationship with Federal employees, non-Federal employees, and the public. It also applies to contractors and individuals employed under other formal agreements with USDA.
Equal Employment Opportunity (EEO) based harassment is unwelcome conduct based on race, color, national origin, religion, sex, disability, age, genetic information, sexual orientation, marital status, familial and/or parental status, income derived from a public assistance program, political beliefs, or gender identity.
EEO based harassment becomes unlawful when tolerating the offensive conduct becomes a condition of continued employment, or the conduct is sufficiently severe or pervasive to create a work environment a reasonable person would consider intimidating, hostile, or abusive. The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee, such as a client or customer.
Non-EEO harassment (including bullying) is any form of unwelcome conduct, pervasive, persistent, and unsolicited verbal, non-verbal, written, or physical conduct that is objectively offensive and could alter the affected employee’s terms and conditions of employment. Harassing conduct, whether directed at an employee or non-employee, may include, but is not limited to, the following actions:
• Engaging in sexual harassment, an egregious form of prohibited harassment and a form of sex discrimination. Sexual harassment includes unwelcome conduct such as sexual advances, requests for sexual favors or dates, remarks about an individual's appearance, discussions, remarks, or jokes of a sexual nature, and other verbal or physical harassment of a sexual nature.
• Using derogatory words, phrases, epithets, gestures, pictures, drawings, slurs, or cartoons not otherwise protected by the First Amendment's guarantee of the right to freedom of speech and the right to religious free exercise.
• Using electronic devices or forms of communication (computers, cellular telephones, tablets, internet, email, and/or other technological equipment) to intimidate, harass, demean, or degrade another (i.e., cyberbullying).
• Retaliation against any individual for reporting matters under this policy, or for an individual's involvement in an inquiry related to such a report.
MSU Extension and USDA considers allegations of harassment to be very serious. Employees who witness harassment should immediately report it to their manager, supervisor, any management official in your office or agency, or your Civil Rights Office before the harassment becomes severe or pervasive in the workplace. Individuals who believe they have been subjected to or witnessed harassment in the workplace are encouraged to inform the alleged harasser directly the conduct is unwelcome and must stop. Employees should also report harassment to management at an early stage to prevent its escalation. Reports of harassment need not be inwriting or conformto a format. Allegations ofEEOand non-EEO harassment will be addressed by a management inquiry. Allegations of EEO harassment may also be addressed as an EEO complaint.
Any individual who reports harassment, initiates a harassment complaint, or provides information related to a harassment complaint or inquiry, will not be subjected to retaliation before, during, or after the inquiry or complaint process. Moreover, any individual who fails to follow the procedures outlined in this policy will be subject to appropriate corrective and/or disciplinary actions.
Title IX of the Education Amendments of 1972
Title IX and its implementing regulation, at 34 C.F.R. § 106.31 (a), provide that no person shall on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any academic, extracurricular, research, occupational training, or other education program or activity operated by the university.
Sexual harassment is a form of sex discrimination prohibited by Title IX. Sexual
harassment is unwelcome conduct of a sexual nature. Sexual harassment can include
unwelcome sexual advances, requests for sexual favors, and other verbal, nonverbal,
or physical conduct of a sexual nature, including rape, sexual assault, sexual battery
and sexual coercion or other sexual misconduct.
Sexual harassment of a client/student can deny or limit, on the basis of sex, the
student's ability to participate in or to receive benefits, services, or opportunities
in MSU Extension's program.
Any student, faculty or staff member with questions or concerns about sex discrimination
or sexual harassment or who believes that he or she has been the victim of sex discrimination
or sexual harassment may contact their agent, Regional Department Head, Associate
Director, Director, HR, or Title IX Coordinator for assistance. The Title IX Officer
is available to discuss options, explain university policies and procedures, and provide
education on relevant issues.
Title IX complaints involving student complainants and student respondents will be
referred to the Title IX Coordinator for investigation and shall be subject to the STUDENT CONDUCT CODE.
The Title IX Coordinator for Montana State University Bozeman is:
Office of Institutional Equity
For support services, contact the VOICE Center
The VOICE Center emphasizes empowerment of the survivor and peer-based services provided by staff and trained advocates. VOICE Center Advocates can talk to you, either on the phone or in person, about your relationship and concerns you may have; reporting options; temporary orders of protection; support groups; counseling, and medical resources available to you. They can also accompany or assist survivors in accessing medical, legal, or other services. Services are free & confidential. You may choose to be anonymous if you wish.