Correctional Officer Basic Training: Unlawful Workplace Harassment

Vocabulary flashcards covering the North Carolina policies, protected classes, definitions, reporting requirements, and consequences regarding Unlawful Workplace Harassment (COBT 113) for Correctional Officer Basic Training.

North Carolina Unlawful Workplace Harassment Policy Purpose

Establishes that the State of North Carolina prohibits in any form unlawful workplace harassment or retaliation based on opposition to unlawful workplace harassment of State employees or applicants, requiring every agency to develop strategies to ensure work sites are free from harassment, discrimination, and retaliation.

Department of Adult Correction Harassment Policy Stance

Has zero tolerance for violations of the Unlawful Workplace Harassment policy and retaliation.

Unlawful Workplace Harassment

Unsolicited and unwelcomed speech or conduct based upon protected characteristics where (1) there is an explicit change to employment terms or conditions linked to harassment, or (2) the conduct constructively changes terms or conditions by being severe or pervasive enough to create an intimidating, hostile, or abusive work environment.

Exclusions from Workplace Harassment

Conduct not based on a legally protected characteristic, conduct not severe or pervasive enough to create an objectively hostile or abusive work environment, and petty slights, annoyances, and isolated incidents (unless extremely serious).

NC General Statute 126-16 Protected Classes

Race, religion, color, national origin, ethnicity, sex (including pregnancy, gender identity or expression, and sexual orientation), age (40 or older), political affiliation, National Guard or veteran status, genetic information, or disability.

Hostile Work Environment

A work environment that a reasonable person would find hostile or abusive and which the person who is the object of the harassment in fact perceives to be hostile and abusive.

Circumstances Determining a Hostile Work Environment

The frequency of the harassing conduct, its severity (whether physically threatening or humiliating), and whether it unreasonably interferes with an employee's work performance.

Sexual Harassment

Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct when submission is made explicitly or implicitly a term or condition of employment, or used as the basis for employment decisions.

Tangible Action

A significant change in employment status, such as a firing, demotion, or promotion denial.

Quid Pro Quo

A Latin phrase translated as 'this for that,' occurring when an employer or person in authority suggests giving a job, promotion, or salary in return for a sexual favor.

Workplace Relationship Reporting Requirement

Any Institutions employee involved in a personal/romantic/intimate relationship with a supervisory or subordinate level Institutions employee at the same work site must report the relationship in writing to the highest level of authority at that workplace.

Employee Duty in Preventing Harassment

Employees must immediately report conduct they reasonably believe constitutes unlawful workplace harassment, and supervisors becoming aware of such allegations must report them to the EEO Office immediately.

Harassment Preventive Measures

Actions that include giving verbal notice and keeping a record.

Consequences of Violating Unlawful Workplace Harassment Policy

Disciplinary and legal consequences consisting of coaching, reassignment, written warning, demotion, termination, and civil and/or criminal charges.