Statement of
Non-discrimination

In addition to the protections against Pregnancy Discrimination of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil Right Act of 1964, as amended, prohibits discrimination on the basis of race, color, or national origin in programs receiving Federal financial assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of employment, or where employment discrimination causes or may cause discrimination in providing services under such programs. Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs or activities which receive Federal financial assistance. 

Individuals with Disabilities are protected by Section 504 of the Rehabilitation Act of 1973, as amended, which prohibits employment discrimination on the basis of disability in any program or activity which receives Federal financial assistance. The Age Discrimination Act of 1975, as amended, prohibits discrimination on the basis of age in programs or activities receiving Federal financial assistance. Discrimination is prohibited in all aspects of employment against persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job. 

The Oregon Training Institute does not discriminate in admission or access to, and treatment of, or employment in its programs or activities and inform employees of their rights under 10 CFR §1040 & §1042, as applicable. 

If you believe you have been discriminated against in a program of this institution which receives Federal financial assistance, you should immediately contact: 

 

Drew Sizemore, Director 

Oregon Training Institute Director  

2551 Pringle Rd. SE 

Salem OR, 97302 

541-971-7283 

 

Or 

 

Janet Allanach, Executive Director 

Community Action Partnership of Oregon 

 2475 Center St. NE 

Salem OR, 97301 

503-789-7451 

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Students and Employees are entitled to file a complaint if they perceive they are experiencing prohibited conduct, not limited to, any form of unlawful discrimination or sexual assault. This policy applies to all matters related to hiring, firing, transfer, promotion, benefits, compensation, instruction, training, and other terms and conditions of employment and training through the Oregon Training Institute. 

It is the Oregon Training Institute’s policy to provide a work environment free from unlawful discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, national origin, marital status, age, expunged juvenile record, performance of duty in a uniformed service or physical or mental disability, or any other characteristic protected by local law, regulation, or ordinance. 

It is our policy that all employees, customers, clients, contractors, and visitors to the work site are entitled to a respectful and productive work environment free from behavior, action, or language that constitutes workplace harassment or discrimination. The “workplace” includes when employees and students are on company premises, at a company-sponsored off-site event, traveling on behalf of the company, or conducting company business, regardless of location. 

The policy prohibits any conduct at work that a reasonable person in the individual’s circumstances would consider unwelcome, intimidating, hostile, threatening, violent, abusive, or offensive. It also prohibits employment actions, including hiring, promotion, termination, and compensation decisions, to be taken based on a protected characteristic. This policy also prohibits any form of retaliatory action toward an employee or student for filing a complaint of discrimination or harassment, or for participation in an investigation of a complaint. 

Harassment can be based on national origin, age, sex, race, disability, religion, sexual orientation, gender identity, or gender expression. It may also encompass other forms of unwelcome, hostile, intimidating, threatening, humiliating, or violent behavior that is not necessarily illegal, but still prohibited by this policy. 

Sexual harassment is a form of workplace harassment and includes, but is not limited to, the following types of conduct: 

 

1. Unwelcome sexual advances, requests for sexual favors, or other conduct of a sexual nature when such conduct is directed toward an individual because of that individual's sex and submission to such conduct is made either explicitly or implicitly a term or condition of employment; or submission to or rejection of such conduct is used as the basis for employment decisions affecting that individual. 

2. Unwelcome verbal or physical conduct that is sufficiently severe or pervasive to have the purpose or effect of unreasonably interfering with work performance or creating a hostile, intimidating or offensive working environment.  

3. Sexual Assault, unwanted conduct of a sexual nature that is inflicted upon a person or compelled using physical force, manipulation, threat, or intimidation. 

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Prohibited Conduct 

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This policy prohibits conduct based on an individual’s protected class status. Although by no means all- inclusive, the following examples represent prohibited behavior: 

1. Physical harassment, including but not limited to unwelcome physical contact such as touching, impeding or blocking movement, or any physical interference with work;

2. Verbal harassment, including but not limited to disparaging or disrespectful comments, jokes, slurs, innuendoes, teasing, and other sexual talk such as jokes, personal inquiries, persistent unwanted courting and derogatory insults; 

3. Nonverbal harassment, including but not limited to suggestive or insulting sounds, obscene gestures, leering or whistling; 

4. Visual harassment, including but not limited to displays of explicit or offensive calendars, circulation of derogatory content, posters, pictures, drawings or cartoons that reflect disparagingly upon a class of persons or a particular person; or 

5. Sexual harassment, as described above, including but not limited to unwelcome sexual advances, requests for favors in exchange for conduct of a sexual nature, submission to unwelcome conduct of a sexual nature in exchange for a term of employment, or other conduct of a sexual nature. 

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Penalties 

We will not tolerate discriminatory conduct, harassment, or sexual assault. Any individual found to have engaged in such conduct may face disciplinary action up to, and including, dismissal. The company may also subject managers and supervisors who fail to report known harassment – or fail to take prompt, appropriate corrective action — to disciplinary action, including potential dismissal. 

 

Retaliation Protections 

Oregon Training Institute prohibits retaliation against any employee or student for filing a complaint regarding conduct in violation of this policy. Oregon Training Institute will not tolerate retaliation against any employee for raising a good faith concern, for providing information related to a concern, or for otherwise cooperating in an investigation of a reported violation of this policy. Any employee who retaliates against anyone involved in an investigation is subject to disciplinary action, up to and including dismissal. 

 

Reporting Procedure 

Any employee aware of or experiencing discrimination, harassment or sexual assault in the workplace should report that information immediately to a company designee. Specifically, an employee may make the report verbally or in writing to the employee’s immediate supervisor or higher management, if the employee prefers. Employees may report to any of the persons listed above, regardless of any particular chain of command. All employees are encouraged to document any incidents involving discrimination, harassment, and sexual assault as soon as possible. 

 

Nondisclosure or Non-disparagement Agreements 

Under this policy, a nondisclosure agreement is any agreement by which one or more parties agree not to discuss or disclose information regarding any complaint of work-related harassment, discrimination, or sexual assault, including the amount or terms of a settlement. 

A non-disparagement agreement is any agreement by which one or more parties agree not to discredit or make negative or disparaging written or oral statements about any other party or the company.  

 

OTI will not require a former, current or prospective employee or students to enter into any agreement if the purpose or effect of the agreement prevents the employee or student from disclosing or discussing conduct constituting discrimination, harassment, or sexual assault. 

 

An employee or student claiming to be aggrieved by discrimination, harassment, or sexual assault may, however, voluntarily request to enter into a settlement, separation, or severance agreement, as applicable, which contains a nondisclosure, non-disparagement, or no-rehire provision and will have at least seven days to revoke any such agreement. OTI will not offer a settlement on the condition of a request for these terms. 

 

Time Limitations 

 

Nothing in this policy precludes any person from filing a formal grievance in accordance with a collective bargaining agreement [if applicable], the Bureau of Labor and Industries’ Civil Rights Division or the Equal Employment Opportunity Commission. Note that Oregon state law requires that any legal action taken on alleged discriminatory conduct (specifically that prohibited by ORS 659A.030, 659A.082 or 659A.112) commence no later than five years after the occurrence of the violation. Other applicable laws may have a shorter time limitation on filing.