Compliance Officer
Leticia Ericson, Title VII and Title IX Officer
1 Cyclotron Road, MS 90P-0101, Berkeley, CA 94720-8076
Tel. 510-486-7635
Email: [email protected]
Staff: 510-486-7443 or 510-486-4232
| UC Policy on Sexual Violence/Harassment & Complaint Procedures | Reporting Sexual Harassment or Sexual Violence | Sexual Harassment & Sexual Violence Resources |
UC Sexual Violence and Sexual Harassment Policy
Policy Summary
Berkeley Lab is committed to creating and maintaining a community dedicated to the 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 University of California and Laboratory policy. The Laboratory 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 Laboratory and explains the administrative procedures the Laboratory uses to resolve reports of Prohibited Conduct.
The Policy outlines the following sections: policy summary, definitions, policy text, compliance/responsibilities, procedures, related information, frequently asked questions, revision history, and appendices.
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, Equity, and Inclusion Office at [email protected] or 510-486-7635.
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.
