Berkeley Lab

Diversity & Inclusion Office

Sexual Harassment Prevention

Compliance Officer

Christel Cantlin, Title IX Sexual Harassment Compliance Officer
Diversity & Inclusion Manager
1 Cyclotron Road, MS 90P-0101, Berkeley, CA 94720-8076
Tel. 510-486-7635; 510-590-8034 (Mobile)
Fax. 510-486-5331
Email: ccantlin@lbl.gov

Staff: 510-486-7443 or 510-486-4232

Updated Sexual Violence and Sexual Harassment Policy – Effective January 1, 2016

Policy Summary

The Berkeley Lab is committed to creating and maintaining a community dedicated to advancement, application and transmission of knowledge and creative endeavors through academic excellence, where all individuals who participate in Laboratory programs and activities can work and learn together in an atmosphere free of harassment, exploitation, or intimidation. Every member of the community should be aware that the Laboratory prohibits sexual violence and sexual harassment, retaliation, and other prohibited behavior (“Prohibited Conduct”) that violates law and/or Lab policy. The Berkeley Lab will respond promptly and effectively to reports of Prohibited Conduct and will take appropriate action to prevent, to correct, and when necessary, to discipline behavior that violates this policy on Sexual Violence and Sexual Harassment (hereafter referred to as Policy).

This Policy addresses the Laboratory’s responsibilities and procedures related to Prohibited Conduct in order to ensure an equitable and inclusive education and employment environment free of sexual violence and sexual harassment. The Policy defines conduct prohibited by the Berkeley Lab and explains the administrative procedures the Laboratory uses to resolve reports of Prohibited Conduct.

Definition of Sexual Harassment

Sexual harassment is unwelcome sexual advances,unwelcome requests for sexual favors, and other unwelcome verbal, nonverbal or physical conduct of a sexual nature when :

Quid Pro Quo: a person’s submission to such conduct is implicitly or explicitly made the basis for employment decisions, academic evaluations, grades or advancement, or other decisions affecting participation in a Laboratory program; or

Hostile Environment: such conduct is sufficiently sever or pervasive that it unreasonably denies, adversely limits, or interferes with a person’s participation in or benefit from the education, employment or other programs and services of the Laboratory and creates an environment that a reasonable person would find to be intimidating or offensive.

Consideration is given to the totality of the circumstances in which the conduct occurred. Sexual harassment may include incidents between any members of the Laboratory community, including faculty and other academic appointees or nonemployee participants in Laboratory programs, such as vendors, contractors, and visitors. Sexual harassment may occur in hierarchical relationships or between peers, or between persons of the same sex or opposite sex.

In determining whether the reported conduct constitutes sexual harassment, consideration will be given to the record of the conduct as a whole and to the totality of the circumstances, including the context in which the conduct occurred.

This policy covers unwelcome conduct of a sexual nature. While romantic relationships between members of the Laboratory community may begin as consensual, they may evolve into situations that lead to charges of sexual harassment, subject to this policy.

Harassment that is not sexual in nature but is based on gender, sex stereotyping, or sexual orientation also is prohibited by the University’s nondiscrimination policies[3|http://www.lbl.gov/Workplace/RPM/R2.01.html#three] if it is sufficiently severe to deny or limit a person’s ability to participate in or benefit from Laboratory programs, employment, or services. While discrimination based on these factors may be distinguished from sexual harassment, these types of discrimination may contribute to the creation of a hostile work environment. Thus, in determining whether a hostile environment due to sexual harassment exists, the Laboratory may take into account acts of discrimination based on gender, sex stereotyping, or sexual orientation.

Retaliation

This policy also prohibits retaliation against a person who reports sexual harassment, assists someone with a report of sexual harassment, or participates in any manner in an investigation or resolution of a sexual harassment report. Retaliation includes threats, intimidation, reprisals, and/or adverse actions related to employment or education.

Dissemination of the Nondiscrimination and Harassment Policy, Educational Programs, and Employee Training

As part of the Laboratory’s commitment to providing a harassment-free working and learning environment, the Sexual Violence and Sexual Harassment Policy will be disseminated widely to the Laboratory community through publications, Web sites, new employee orientations, and other appropriate channels of communication. Educational materials will be available to all members of the Laboratory community, to promote compliance with this policy and familiarity with Laboratory reporting procedures. In addition, the Laboratory has designated employees responsible for reporting sexual harassment and will provide training to those designated employees. Generally, such persons include supervisors, managers, and HR staff. The Laboratory has posted a copy of this policy in a prominent place on its Web site.

Sexual Harassment Prevention Training for Supervisors & Managers (AB1825)

Sexual Harassment Prevention Training

California law (AB1825), effective January 1, 2005, requires two hours of mandatory sexual harassment prevention education for all supervisory employees. In addition to staff supervisors, most academic employees (including all faculty) have been identified as having supervisory authority for the purposes of this law, and as such, are required to receive the training. New supervisory employees must receive the training within six months of their assumption of a supervisory position.

Access On-line Training

To access the on-line training program or for questions pertaining to your training status please contact the Diversity and Inclusion Office at dio@lbl.gov or 510-486-4232.

Why Retrain?

The law requires that employers provide two hours of follow up training and education for all supervisory employees every two years for as long as the individual has supervisory authority. The University of California has customized the sexual harassment training courses based on the environment of the supervisor. Two versions are available – one for supervisory employees and one for faculty. Persons who completed their initial training two years ago must complete the training again .

Resources for Sexual Harassment and Sexual Assault:

Berkeley Lab’s Diversity and Inclusion Office:

  • Christel Cantlin, Title IX Sexual Harassment Compliance Officer
    Manager, Diversity and Inclusion Office
    1 Cyclotron Road, MS 90P-0101, Berkeley, CA 94720-8076
    Tel. (510) 486-7635
    Email: ccantlin@lbl.gov
  • Lady Idos, Sr. Diversity & Inclusion Analyst
    1 Cyclotron Road, MS 90P-0101, Berkeley, CA  94720-8076
    Tel.  (510) 486-4232
    Email: lvidos@lbl.gov
Emergency Dial 7-911 or 9-911
Laboratory Security 510-486-5472
LBNL Hotline (non-emergency) 800-403-4744
CARE Services (Employee Assistance Program) 510-643-7754
Employee/Labor Relations (ELR) Department 510-486-6749 
Human Resources Centers (Contact List) 510-486-7950
Whistleblower 510-486-4453

University of CA Police Department (UCPD): 510-642-6760 (non-emergency line)

  • The emergency telephone numbers are 911 (from any campus or hardline phone), or 510-642-3333 (from mobile phones). UCPD assists survivors in getting medical treatment and reporting. It will investigate any criminal acts and seek prosecution if the sexual assault or battery occurred on campus or University property. If the assault did not occur within UCPD jurisdiction, it will assist by contacting the appropriate agency.
  • 1 Sproul Hall @ UC Berkeley

Tang Center (University Health Services):

  • Medical Services: Call Urgent Care Clinic (8am-6pm M-F, 9am-4pm, Sat) / 24-hour advice line, 510-642-3188. After Hours Assistance: (510) 643-7197.  Services include treatment for injuries and testing for pregnancy and sexually transmitted diseases. Staff will also coordinate with local hospitals for evidence collection, if requested by the survivor.
  • Counseling Services: Call Social Services, 510-642-6074. Confidential counseling is provided as well information and support on criminal and civil procedures, safety issues, housing and academic concerns, and other campus and community resources.
  • Prevention and Education Services: Call Health Promotion, 510-642-7202.
  • Sexual Assault Information: Click here.

Local and National Resources:

Information on Sexual and Dating Violence: Click here.

Survivor Support: