This presentation aims to provide you with an understanding of laws relating to teenage sexual activity and pregnancy including:
- What are the relevant laws;
- Duty of care;
- Confidentiality and privacy; and
- Ethical obligations.
This slideshow aims to provide you with an understanding of the common issues pertaining to Lesbian, Gay, Bisexual, Transgender and Intersex students. Some of the areas that will be covered include: common issues, discrimination, bullying, vilification, duty of care and confidentiality & privacy.
The Race Relations Act 1976 and Race Relations Amendment Act 2000 made race discrimination unlawful in employment, education, training and provision of goods, facilities and services in the UK. The acts define direct and indirect discrimination. Direct discrimination occurs when someone is treated less favorably due to their race. Indirect discrimination occurs when a condition or requirement negatively impacts a racial group. The 2000 amendment act requires public authorities to promote racial equality in all activities, including employment practices. It also places duties on public authorities to develop equality schemes, assess policies, monitor impact, and publish results. Both individuals and organizations can be held liable under the acts for discrimination.
This document outlines an agenda and schedule for a Title IX and Campus Security Authority training program. It discusses the key topics to be covered, including an overview of Title IX institutional obligations, understanding sexual and gender violence on campus, the duties of a Title IX coordinator, complaint intake and investigations, and conducting hearings. It also lists the faculty members leading the training and provides information on breaks and times for discussion exercises using a case study example.
New, important anti-discrimination legislation that starts coming into force in the UK in 2010.
I hope these slides are both of interest and of use when presenting to people within your organisation.
While most of the slides contain information which your staff will need to know, some of the slides are interactive just to keep them awake.
Have fun and use & adapt as you feel fit.
Jim McNeill
Sweet TLC Ltd
The document discusses the Equality Act of 2010 in the UK, which aims to protect individuals from discrimination based on characteristics such as age, disability, sex, and race. It defines different types of discrimination including direct, indirect, associative, and perceptive discrimination. The act introduced new regulations for public sectors to promote equality, end age discrimination, increase transparency, and strengthen protections against discrimination.
Title IX Training at SUNY Oswego (2013 Edition)sunyoswegoshare
The document provides information about Title IX and how to report sex discrimination at colleges. It explains that Title IX prohibits sex-based discrimination in education programs that receive federal funding. It defines sexual harassment and violence and notes that all forms of sex discrimination should be reported to the Title IX Coordinator. The Title IX Coordinator is specially trained to help victims navigate the complaint process and seek remedies in a fair and organized manner.
The document discusses key aspects of equality and diversity legislation in the UK, specifically the Equality Act of 2010. It provides an overview of the purpose and scope of the Act, which harmonized existing anti-discrimination laws. The Act protects individuals from discrimination on the basis of nine protected characteristics: age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, and sexual orientation. The document defines and provides examples of different types of discrimination prohibited under the Act, including direct, indirect, associative, perceptive, harassment, victimization, and disability discrimination.
The document provides information and policies regarding Title IX and the University's non-discrimination and anti-harassment policies. It defines sexual harassment, misconduct, and discriminatory harassment. It notes that Title IX prohibits discrimination on the basis of sex in education programs that receive federal funding. It also states that the University prohibits harassment and discrimination on various protected characteristics. It requires employees, including resident advisors, to familiarize themselves with these policies and report any violations.
This slideshow aims to provide you with an understanding of the common issues pertaining to Lesbian, Gay, Bisexual, Transgender and Intersex students. Some of the areas that will be covered include: common issues, discrimination, bullying, vilification, duty of care and confidentiality & privacy.
The Race Relations Act 1976 and Race Relations Amendment Act 2000 made race discrimination unlawful in employment, education, training and provision of goods, facilities and services in the UK. The acts define direct and indirect discrimination. Direct discrimination occurs when someone is treated less favorably due to their race. Indirect discrimination occurs when a condition or requirement negatively impacts a racial group. The 2000 amendment act requires public authorities to promote racial equality in all activities, including employment practices. It also places duties on public authorities to develop equality schemes, assess policies, monitor impact, and publish results. Both individuals and organizations can be held liable under the acts for discrimination.
This document outlines an agenda and schedule for a Title IX and Campus Security Authority training program. It discusses the key topics to be covered, including an overview of Title IX institutional obligations, understanding sexual and gender violence on campus, the duties of a Title IX coordinator, complaint intake and investigations, and conducting hearings. It also lists the faculty members leading the training and provides information on breaks and times for discussion exercises using a case study example.
New, important anti-discrimination legislation that starts coming into force in the UK in 2010.
I hope these slides are both of interest and of use when presenting to people within your organisation.
While most of the slides contain information which your staff will need to know, some of the slides are interactive just to keep them awake.
Have fun and use & adapt as you feel fit.
Jim McNeill
Sweet TLC Ltd
The document discusses the Equality Act of 2010 in the UK, which aims to protect individuals from discrimination based on characteristics such as age, disability, sex, and race. It defines different types of discrimination including direct, indirect, associative, and perceptive discrimination. The act introduced new regulations for public sectors to promote equality, end age discrimination, increase transparency, and strengthen protections against discrimination.
Title IX Training at SUNY Oswego (2013 Edition)sunyoswegoshare
The document provides information about Title IX and how to report sex discrimination at colleges. It explains that Title IX prohibits sex-based discrimination in education programs that receive federal funding. It defines sexual harassment and violence and notes that all forms of sex discrimination should be reported to the Title IX Coordinator. The Title IX Coordinator is specially trained to help victims navigate the complaint process and seek remedies in a fair and organized manner.
The document discusses key aspects of equality and diversity legislation in the UK, specifically the Equality Act of 2010. It provides an overview of the purpose and scope of the Act, which harmonized existing anti-discrimination laws. The Act protects individuals from discrimination on the basis of nine protected characteristics: age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, and sexual orientation. The document defines and provides examples of different types of discrimination prohibited under the Act, including direct, indirect, associative, perceptive, harassment, victimization, and disability discrimination.
The document provides information and policies regarding Title IX and the University's non-discrimination and anti-harassment policies. It defines sexual harassment, misconduct, and discriminatory harassment. It notes that Title IX prohibits discrimination on the basis of sex in education programs that receive federal funding. It also states that the University prohibits harassment and discrimination on various protected characteristics. It requires employees, including resident advisors, to familiarize themselves with these policies and report any violations.
This document discusses UK race relations legislation, including the key acts and guidance. It provides details on the Race Relations Act 1976 and the Race Relations (Amendment) Act 2000, which made it unlawful to discriminate based on race in employment, housing, education and services. The four types of racial discrimination covered are direct discrimination, indirect discrimination, harassment, and victimisation. Several case studies are also presented and categorized as examples of direct, indirect, or no discrimination.
This document provides information about sexual harassment, including definitions of quid pro quo and hostile work environment harassment. It discusses court cases related to these topics. It also covers how to file a sexual harassment complaint, the role of HR in addressing complaints, and tips for documenting harassment. The document contains a quiz about sexual harassment and links to videos further explaining the concepts.
The Equality Act 2010 consolidates and harmonizes existing equalities legislation in the UK. It protects individuals from discrimination on the basis of nine protected characteristics: age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, and sexual orientation. The Act prohibits direct and indirect discrimination, harassment, and victimization across key areas of society including employment, education, and provision of goods and services. It also strengthens the public sector equality duty and introduces the concept of combined discrimination.
This document summarizes UNE's Title IX and non-discrimination policies. It discusses the history and scope of Title IX, including its prohibition of discrimination based on sex in education programs receiving federal funding. It defines sexual harassment, discriminatory harassment, and the role of the Title IX Coordinator in handling complaints. The policy applies to all members of the UNE community, including in off-campus programs. While protecting academic freedom and free expression, discriminatory conduct is still prohibited. Reporting of any discrimination or harassment is required of all employees, including RAs as they are in a position of authority over residents.
The document discusses the concepts of equality and diversity, defining equality as equal rights and treatment for all individuals, while defining diversity as differences from what is normal or expected. It outlines various types of discrimination prohibited under the Equality Act 2010, including direct, indirect, associative, and perceptive discrimination. The Equality Act 2010 aims to strengthen and streamline anti-discrimination legislation in the UK by protecting individuals from discrimination based on several characteristics.
This document discusses sexual harassment of women in the workplace in India. It begins by outlining the objectives of presenting on this topic, which are to examine the severity of the problem, flaws in the current system, and possible solutions. It then reviews relevant laws in India related to sexual harassment and women's rights, including provisions in the Constitution, the Indian Penal Code, Vishakha Guidelines, and the Protection of Women Against Sexual Harassment at Workplace Bill of 2010. The document concludes by noting that a lack of political will and failure of democratic institutions have hindered resolving this issue, and that comprehensive enforcement of protections laws combined with societal attitude changes are needed to adequately address the problem.
This document provides information about Title IX and the college's policies regarding sex discrimination and sexual misconduct. It defines sexual harassment, assault and exploitation. It outlines the Title IX coordinator and investigator's roles and states that the college will respond to protect privacy while also limiting effects of harassment and preventing recurrence. Resources for filing complaints or getting help are provided, and it explains the judicial process, noting a preponderance of evidence standard and victim participation options. Confidentiality and mandatory reporting duties are also covered.
Title IX Investigations: Best Practices for InvestigatorsJosh Carter
Sexual harassment investigations conducted in higher education institutions have requirements under Title IX, which prohibits sex discrimination in educational institutions that receive federal funding. Under Title IX, schools are legally required to address hostile educational environments or risk losing their federal funding.
The degree of implementation of the guidelines laid down in Vishakha’s judgment
Efficacy as well as the limitations of “The Protection of Women against Sexual Harassment at Work Place Bill ,2010” As passed by Rajya Sabha on 26th Feb 2013
Obstacles in the implementation of laws to prevent sexual harassment of women at workplace as well as attempt to discuss solution to remove these hurdles
Sexual Harassment of women at workplace (Prevention, Prohibition and Redressa...Urwi Keche
The document summarizes the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 in India. It defines sexual harassment and outlines the rights established in the Vishakha case. It describes the complaint process and the roles of Internal Complaint Committees and Local Complaint Committees. It provides guidance on how to file a complaint, the inquiry process, interim relief for complainants, punishments, and protections of confidentiality. The goal of the act is to protect women from sexual harassment at work and provide a mechanism to file complaints and seek redressal.
The document summarizes the key findings of the TPP Charity HR Salary Survey from 2015. The main highlights are that salaries in the not-for-profit sector increased on average by 6% from the previous year, with the biggest increases seen at senior levels. There was also a significant gender pay gap. Flexible working remained in high demand. The survey provides salary details by role and region. It also reviews benefits offered and desired by employees such as pensions, flexible hours and medical cover.
Title IX prohibits sex discrimination in educational programs and activities that receive federal funding. It requires colleges to address sexual harassment and assault complaints promptly and prevent recurrence. The Title IX coordinator oversees compliance and helps victims access support and remedies. Reporting sex discrimination to the coordinator allows the college to address issues and protect the community from harm. Confidential resources are also available to discuss options without triggering an investigation.
The document summarizes Indian laws and guidelines around sexual harassment at workplaces. It discusses the Vishaka Guidelines established by the Supreme Court in 1997 that made preventing and addressing sexual harassment an employer's duty. It also outlines the Sexual Harassment of Women at Workplace Act of 2013, which provides a framework for internal complaints committees, local complaints committees, grievance procedures, duties of employers, and penalties for non-compliance. The act aims to protect women's fundamental rights to equality, life with dignity, and a safe work environment free from sexual harassment.
The Sex Discrimination Act of 1975 made it unlawful in the UK to discriminate against someone based on their sex or gender in employment, education, training, and the provision of goods and services. The Act established the Equal Opportunities Commission to oversee sex discrimination and equal pay laws. It protects both men and women from direct or indirect discrimination, victimization, harassment, and discrimination related to pregnancy or marital status. Individuals can bring claims, and remedies include compensation, declarations, and recommendations.
Sexual Harassment of Students & Women in Colleges and Universities Urwi Keche
University Grants Commission (Prevention, Prohibition and Redressal of Sexual Harassment of Women Employees and Students in Higher Institutions) Regulation, 2015
The document summarizes the key points of the Anti-Sexual Harassment Act of 1995 in the Philippines. The act declares all forms of sexual harassment in employment, education, and training environments unlawful. It defines work-related and education/training-related sexual harassment and establishes classifications of offenses from grave to light. Employers have duties to prevent harassment, investigate complaints, and face liability for inaction. Individuals can also pursue legal damages. Violators face fines and imprisonment under the law.
The document outlines a case study on sexual harassment of women in the workplace. It begins with reviewing literature on existing legislation. The objective is to observe aspects leading to sexual harassment and determine levels of awareness. The hypothesis is that women's rights are not protected and they often face harassment from employers. The case study describes Supreme Court guidelines from the Vishaka case involving the gang rape of an activist. Findings cite other court cases and conclusions suggest the case increased awareness of women's rights and prompted organizations to work on gender equality. Testing confirms the hypothesis that women's safety and freedom remain vulnerable at work.
Discrimination and harassment violate professional standards and human rights laws. Discrimination involves unfairly treating someone worse due to characteristics like age, gender, or disability. Harassment involves offensive behavior or comments. If witnessing harassment, one should stop it if possible or report it, carefully documenting details. Stereotypes can lead to discrimination if not checked. Organizations should establish clear anti-harassment policies and procedures to address complaints in a confidential and impartial manner. All should aim to treat others respectfully regardless of personal attributes.
Recorded on December 19, 2012 - This webinar, presented in partnership by the Human Rights Legal Support Centre and Hamilton Community Legal Clinic, provides an overview of the Human Rights Code, highlighting the grounds and social areas which the Code applies to, exceptions to the Code, and remedies available under the Code. It acquaints listeners with the Human Rights System in Ontario and describes the Human Rights Tribunal of Ontario's process.
Watch this webinar at:
http://yourlegalrights.on.ca/webinar/discrimination-against-law-primer-human-rights-law-ontario
Lawsense Law School Conference - Discrimination Law and Current IssuesKerry O'Brien
This presentation aims to provide an understanding of Discrimination Law and current issues including:
- Current Legal Framework;
- Current key issues, mental or physical disability and LGBTI Students;
- Exceptions ‘unjustifiable hardship’ and reasonable adjustments;
- Duty of Care v Discrimination; and
- Issues with transgender students.
Equal Employment Opportunity and Discrimination in the WorkplaceKerry O'Brien
In this presentation we consider the law relating to Discrimination and Equal Employment Opportunity applicable to Bond University and its staff, to avoid discrimination in the workplace and encourage Equal Employment Opportunity at Bond University as a workplace and education provider.
This document discusses UK race relations legislation, including the key acts and guidance. It provides details on the Race Relations Act 1976 and the Race Relations (Amendment) Act 2000, which made it unlawful to discriminate based on race in employment, housing, education and services. The four types of racial discrimination covered are direct discrimination, indirect discrimination, harassment, and victimisation. Several case studies are also presented and categorized as examples of direct, indirect, or no discrimination.
This document provides information about sexual harassment, including definitions of quid pro quo and hostile work environment harassment. It discusses court cases related to these topics. It also covers how to file a sexual harassment complaint, the role of HR in addressing complaints, and tips for documenting harassment. The document contains a quiz about sexual harassment and links to videos further explaining the concepts.
The Equality Act 2010 consolidates and harmonizes existing equalities legislation in the UK. It protects individuals from discrimination on the basis of nine protected characteristics: age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, and sexual orientation. The Act prohibits direct and indirect discrimination, harassment, and victimization across key areas of society including employment, education, and provision of goods and services. It also strengthens the public sector equality duty and introduces the concept of combined discrimination.
This document summarizes UNE's Title IX and non-discrimination policies. It discusses the history and scope of Title IX, including its prohibition of discrimination based on sex in education programs receiving federal funding. It defines sexual harassment, discriminatory harassment, and the role of the Title IX Coordinator in handling complaints. The policy applies to all members of the UNE community, including in off-campus programs. While protecting academic freedom and free expression, discriminatory conduct is still prohibited. Reporting of any discrimination or harassment is required of all employees, including RAs as they are in a position of authority over residents.
The document discusses the concepts of equality and diversity, defining equality as equal rights and treatment for all individuals, while defining diversity as differences from what is normal or expected. It outlines various types of discrimination prohibited under the Equality Act 2010, including direct, indirect, associative, and perceptive discrimination. The Equality Act 2010 aims to strengthen and streamline anti-discrimination legislation in the UK by protecting individuals from discrimination based on several characteristics.
This document discusses sexual harassment of women in the workplace in India. It begins by outlining the objectives of presenting on this topic, which are to examine the severity of the problem, flaws in the current system, and possible solutions. It then reviews relevant laws in India related to sexual harassment and women's rights, including provisions in the Constitution, the Indian Penal Code, Vishakha Guidelines, and the Protection of Women Against Sexual Harassment at Workplace Bill of 2010. The document concludes by noting that a lack of political will and failure of democratic institutions have hindered resolving this issue, and that comprehensive enforcement of protections laws combined with societal attitude changes are needed to adequately address the problem.
This document provides information about Title IX and the college's policies regarding sex discrimination and sexual misconduct. It defines sexual harassment, assault and exploitation. It outlines the Title IX coordinator and investigator's roles and states that the college will respond to protect privacy while also limiting effects of harassment and preventing recurrence. Resources for filing complaints or getting help are provided, and it explains the judicial process, noting a preponderance of evidence standard and victim participation options. Confidentiality and mandatory reporting duties are also covered.
Title IX Investigations: Best Practices for InvestigatorsJosh Carter
Sexual harassment investigations conducted in higher education institutions have requirements under Title IX, which prohibits sex discrimination in educational institutions that receive federal funding. Under Title IX, schools are legally required to address hostile educational environments or risk losing their federal funding.
The degree of implementation of the guidelines laid down in Vishakha’s judgment
Efficacy as well as the limitations of “The Protection of Women against Sexual Harassment at Work Place Bill ,2010” As passed by Rajya Sabha on 26th Feb 2013
Obstacles in the implementation of laws to prevent sexual harassment of women at workplace as well as attempt to discuss solution to remove these hurdles
Sexual Harassment of women at workplace (Prevention, Prohibition and Redressa...Urwi Keche
The document summarizes the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 in India. It defines sexual harassment and outlines the rights established in the Vishakha case. It describes the complaint process and the roles of Internal Complaint Committees and Local Complaint Committees. It provides guidance on how to file a complaint, the inquiry process, interim relief for complainants, punishments, and protections of confidentiality. The goal of the act is to protect women from sexual harassment at work and provide a mechanism to file complaints and seek redressal.
The document summarizes the key findings of the TPP Charity HR Salary Survey from 2015. The main highlights are that salaries in the not-for-profit sector increased on average by 6% from the previous year, with the biggest increases seen at senior levels. There was also a significant gender pay gap. Flexible working remained in high demand. The survey provides salary details by role and region. It also reviews benefits offered and desired by employees such as pensions, flexible hours and medical cover.
Title IX prohibits sex discrimination in educational programs and activities that receive federal funding. It requires colleges to address sexual harassment and assault complaints promptly and prevent recurrence. The Title IX coordinator oversees compliance and helps victims access support and remedies. Reporting sex discrimination to the coordinator allows the college to address issues and protect the community from harm. Confidential resources are also available to discuss options without triggering an investigation.
The document summarizes Indian laws and guidelines around sexual harassment at workplaces. It discusses the Vishaka Guidelines established by the Supreme Court in 1997 that made preventing and addressing sexual harassment an employer's duty. It also outlines the Sexual Harassment of Women at Workplace Act of 2013, which provides a framework for internal complaints committees, local complaints committees, grievance procedures, duties of employers, and penalties for non-compliance. The act aims to protect women's fundamental rights to equality, life with dignity, and a safe work environment free from sexual harassment.
The Sex Discrimination Act of 1975 made it unlawful in the UK to discriminate against someone based on their sex or gender in employment, education, training, and the provision of goods and services. The Act established the Equal Opportunities Commission to oversee sex discrimination and equal pay laws. It protects both men and women from direct or indirect discrimination, victimization, harassment, and discrimination related to pregnancy or marital status. Individuals can bring claims, and remedies include compensation, declarations, and recommendations.
Sexual Harassment of Students & Women in Colleges and Universities Urwi Keche
University Grants Commission (Prevention, Prohibition and Redressal of Sexual Harassment of Women Employees and Students in Higher Institutions) Regulation, 2015
The document summarizes the key points of the Anti-Sexual Harassment Act of 1995 in the Philippines. The act declares all forms of sexual harassment in employment, education, and training environments unlawful. It defines work-related and education/training-related sexual harassment and establishes classifications of offenses from grave to light. Employers have duties to prevent harassment, investigate complaints, and face liability for inaction. Individuals can also pursue legal damages. Violators face fines and imprisonment under the law.
The document outlines a case study on sexual harassment of women in the workplace. It begins with reviewing literature on existing legislation. The objective is to observe aspects leading to sexual harassment and determine levels of awareness. The hypothesis is that women's rights are not protected and they often face harassment from employers. The case study describes Supreme Court guidelines from the Vishaka case involving the gang rape of an activist. Findings cite other court cases and conclusions suggest the case increased awareness of women's rights and prompted organizations to work on gender equality. Testing confirms the hypothesis that women's safety and freedom remain vulnerable at work.
Discrimination and harassment violate professional standards and human rights laws. Discrimination involves unfairly treating someone worse due to characteristics like age, gender, or disability. Harassment involves offensive behavior or comments. If witnessing harassment, one should stop it if possible or report it, carefully documenting details. Stereotypes can lead to discrimination if not checked. Organizations should establish clear anti-harassment policies and procedures to address complaints in a confidential and impartial manner. All should aim to treat others respectfully regardless of personal attributes.
Recorded on December 19, 2012 - This webinar, presented in partnership by the Human Rights Legal Support Centre and Hamilton Community Legal Clinic, provides an overview of the Human Rights Code, highlighting the grounds and social areas which the Code applies to, exceptions to the Code, and remedies available under the Code. It acquaints listeners with the Human Rights System in Ontario and describes the Human Rights Tribunal of Ontario's process.
Watch this webinar at:
http://yourlegalrights.on.ca/webinar/discrimination-against-law-primer-human-rights-law-ontario
Lawsense Law School Conference - Discrimination Law and Current IssuesKerry O'Brien
This presentation aims to provide an understanding of Discrimination Law and current issues including:
- Current Legal Framework;
- Current key issues, mental or physical disability and LGBTI Students;
- Exceptions ‘unjustifiable hardship’ and reasonable adjustments;
- Duty of Care v Discrimination; and
- Issues with transgender students.
Equal Employment Opportunity and Discrimination in the WorkplaceKerry O'Brien
In this presentation we consider the law relating to Discrimination and Equal Employment Opportunity applicable to Bond University and its staff, to avoid discrimination in the workplace and encourage Equal Employment Opportunity at Bond University as a workplace and education provider.
Our aim is to consider the law relating to Discrimination and Equal Employment Opportunity applicable to Steelx University and its staff, to avoid discrimination in the workplace and encourage Equal Employment Opportunity at Steelx University as a workplace, and education provider for the purpose of minimising the risk of discriminatory behaviours.
Legalwise School Law Conference 2016: Enrolment, Contract Issues & Record Kee...Kerry O'Brien
In this presentation we aim to provide an understanding of enrolment issues, contractual issues and record keeping. We explore aspects such as:
- Who are the parties to an Enrolment Agreement;
- When is the contract formed;
- Variations to the contract, what and how;
- Australian Consumer Law;
- Discrimination; and
- Breach of the Enrolment Contract
- Fees
This document provides an overview and agenda for the Ninth Annual Boise Employment Law Seminar taking place on September 22, 2021 in Boise, Idaho. The seminar will cover hot topics in employment law, including discussions on the statutory basis for 85% of employment law claims, sexual harassment and what it is, LGBTQ+ discrimination, conducting sexual harassment investigations, and determining whether a worker is an employee or independent contractor. Key tests for making this determination, such as the IRS 20-factor test and post-1996 IRS approach focusing on behavioral and financial control, will be reviewed.
The document outlines mandated annual staff training requirements for the Dracut Public Schools for the 2016-2017 school year. It covers areas like physical restraint, confidentiality, harassment, suspected child abuse reporting, universal health precautions, student records, anti-bullying legislation, and social media use. It also summarizes federal and state laws pertaining to student rights and protections from discrimination based on attributes like gender, race, disability status. Key policies around responding to reports of harassment and discrimination, and mandatory reporting of suspected child abuse are also highlighted.
Legalwise School Law Conference 2017- Contractual Risks & Issues Regarding En...Kerry O'Brien
Outline the contractual issues and risks of enrolment including:
- Who are the parties to an Enrolment Agreement;
- When is the contract formed;
- Variations to the contract, what and how;
- Australian Consumer Law;
- Breach of the Enrolment Contract – Fees; and
- Discrimination.
Mandate to Report, Responsibility to Prevent Child Abuse and NeglectJim McKay
This document provides guidance for principals on their role and responsibilities as mandated reporters of child abuse and neglect under West Virginia law. It discusses signs of abuse, what to do if a child discloses abuse, strategies to prevent abuse, and recent updates to legislation. The nature and prevalence of child abuse is examined, including facts about maltreatment nationally and in West Virginia. Recommendations from West Virginia's Task Force on the Prevention of Sexual Abuse of Children are reviewed, including requiring training for school personnel and strengthening abuse prevention education in schools.
This document provides an introduction to understanding and preventing sexual misconduct at Wake Forest University. It defines various forms of sexual misconduct including sexual harassment, sexual assault, stalking, dating violence and domestic violence. It outlines behaviors that constitute unlawful sexual misconduct. It discusses consent and the responsibilities of faculty/staff for reporting sexual misconduct. The document provides information on bystander intervention, reporting options and resources for support.
Higher Education Sexual Violence PresentationDan Michaluk
This document summarizes a presentation on institutional policy and liability regarding sexual assault on campus. It discusses key policy issues around confidentiality and control, non-disclosure agreements, and running fair hearings. It also reviews relevant legislation and case law from universities in Manitoba, Windsor, and the US. The presentation aims to help institutions balance survivor agency, risk management, and procedural fairness in their policies and practices.
Title IX Policy Training Fall 2016 UNE RA TrainingJennifer Budnar
The document discusses UNE's Title IX and non-discrimination policies. It defines sexual harassment, discriminatory harassment, and the roles of the Title IX coordinator. It explains that the policies apply to all university programs and activities, including off-campus programs. It notes that while academic freedom is important, it does not excuse discrimination or harassment. It also states that those in positions of authority, like RAs, cannot discriminate or harass others and must report any incidents they are aware of. Finally, it discourages romantic relationships where a power imbalance exists.
This document provides information about sexual harassment and diversity in an educational setting. It defines sexual harassment and discusses the different types, including quid pro quo and hostile work environment harassment. It also outlines university policies and legal definitions related to sexual harassment. The document discusses cultural diversity on college campuses and provides tips for tutors working with underprepared students from diverse backgrounds. It stresses the importance of respecting different perspectives and cultures.
Child Abuse Reporting Guidelines: Ethical and Legal IssuesJohn Gavazzi
In 2013 and 2014 Pennsylvania enacted numerous changes to the Child Protective Services Law. This training is designed to review legal, ethical, risk management, and clinical decisions related to the changes in the law. The training will review the signs leading to the recognition of child abuse and also the reporting requirements for suspected child abuse in Pennsylvania. The topics to be covered include a description of child welfare services in Pennsylvania, important definitions related to the child abuse reporting law, responsibilities of mandated reporters, ways to recognize child abuse and other topics. We will review clinical scenarios that challenge ethical issues, legal requirements, risk management concerns, and clinical choices.
Sexual Misconduct Student Athlete Training jmccauley17
This training provides student athletes at SAU with information about Title IX, prohibited conduct regarding sexual misconduct, consent, and how to prevent sexual misconduct. It defines key terms like sexual harassment and assault. It outlines students' rights under Title IX and introduces the Title IX coordinator. The training seeks to ensure students understand prohibited conduct and how to report any issues in compliance with Title IX.
This document provides information about sexual harassment and diversity training for student-athlete tutors. It defines sexual harassment as unwelcome sexual behavior that creates a hostile environment. The document outlines University of Arkansas policies prohibiting sexual harassment and notes relevant laws. It describes quid pro quo harassment and hostile environment harassment. Examples of verbal, physical, and written harassment are given. The reasonable person standard for determining unwelcome behavior is explained, as are other forms of discriminatory harassment.
The document discusses the history and definitions of sexual harassment. It notes that sexual harassment was officially made illegal in the workplace by the 1964 Civil Rights Act. The EEOC has since established guidelines to prevent harassment. Victims can sue for damages under Title VII. Studies show sexual harassment is common, with over 80% of students knowing a victim. Prevention requires anti-harassment policies and monitoring work environments. Confrontation of harassment should be direct and hold the offender accountable, while legal action is an option.
The Dear Colleague Letter of April 4, 2011 outlines how institutions must respond promptly to incidents of sexual harassment and violence, protect complainants through actions like no-contact directives and accommodations, conduct thorough investigations, and provide equitable and prompt resolutions to complaints. Institutions must also train investigators and disciplinary committees on issues of sexual harassment and violence. The letter aims to address underreporting of sexual assault on college campuses and reset the balance between individual rights and community responsibilities around this issue.
Professor William Allan Kritsonis, PhD - Distinguished Alumnus, Central Washington University, College of Education and Professional Studies, Ellensburg, Washington.Dr. Kritsonis has traveled and lectured extensively throughout the United States and world-wide. Some international travels include Australia, New Zealand, Tasmania, Turkey, Italy, Greece, Monte Carlo, England, Holland, Denmark, Sweden, Finland, Russia, Estonia, Poland, Germany, Mexico, the Caribbean Islands, Mexico, Switzerland, Grand Cayman, Haiti, St. Maarten, St. John, St. Thomas, St. Croix, St. Lucia, Puerto Rico, Nassau, Freeport, Jamaica, Barbados, Martinique, Canada, Curacao, Costa Rico, Aruba, Venezuela, Panama, Bora Bora, Tahiti, Latvia, Spain, Honduras, and many more. He has been invited to lecture and serve as a guest professor at many universities across the nation and abroad.
Sexual harassment by school employees - Lecture Notes William Allan Kritsoni...William Kritsonis
This document discusses sexual harassment of students by school employees and a school's responsibilities under Title IX. It defines sexual harassment and notes that it can deny students equal access to education. Schools must address unwelcome conduct of a sexual nature, consider whether it limits students' ability to participate, and take immediate action in harassment cases. The guidance examines assessing harassment, evidence, employee violations of Title IX, grievance procedures, and protecting due process rights while preventing sexual misconduct.
Similar to LawSense Conference 2016: Navigating Sexual Issues in Schools (20)
What are the common challenges faced by women lawyers working in the legal pr...lawyersonia
The legal profession, which has historically been male-dominated, has experienced a significant increase in the number of women entering the field over the past few decades. Despite this progress, women lawyers continue to encounter various challenges as they strive for top positions.
Guide on the use of Artificial Intelligence-based tools by lawyers and law fi...Massimo Talia
This guide aims to provide information on how lawyers will be able to use the opportunities provided by AI tools and how such tools could help the business processes of small firms. Its objective is to provide lawyers with some background to understand what they can and cannot realistically expect from these products. This guide aims to give a reference point for small law practices in the EU
against which they can evaluate those classes of AI applications that are probably the most relevant for them.
Matthew Professional CV experienced Government LiaisonMattGardner52
As an experienced Government Liaison, I have demonstrated expertise in Corporate Governance. My skill set includes senior-level management in Contract Management, Legal Support, and Diplomatic Relations. I have also gained proficiency as a Corporate Liaison, utilizing my strong background in accounting, finance, and legal, with a Bachelor's degree (B.A.) from California State University. My Administrative Skills further strengthen my ability to contribute to the growth and success of any organization.
Sangyun Lee, 'Why Korea's Merger Control Occasionally Fails: A Public Choice ...Sangyun Lee
Presentation slides for a session held on June 4, 2024, at Kyoto University. This presentation is based on the presenter’s recent paper, coauthored with Hwang Lee, Professor, Korea University, with the same title, published in the Journal of Business Administration & Law, Volume 34, No. 2 (April 2024). The paper, written in Korean, is available at <https://shorturl.at/GCWcI>.
The Future of Criminal Defense Lawyer in India.pdfveteranlegal
https://veteranlegal.in/defense-lawyer-in-india/ | Criminal defense Lawyer in India has always been a vital aspect of the country's legal system. As defenders of justice, criminal Defense Lawyer play a critical role in ensuring that individuals accused of crimes receive a fair trial and that their constitutional rights are protected. As India evolves socially, economically, and technologically, the role and future of criminal Defense Lawyer are also undergoing significant changes. This comprehensive blog explores the current landscape, challenges, technological advancements, and prospects for criminal Defense Lawyer in India.
Defending Weapons Offence Charges: Role of Mississauga Criminal Defence LawyersHarpreetSaini48
Discover how Mississauga criminal defence lawyers defend clients facing weapon offence charges with expert legal guidance and courtroom representation.
To know more visit: https://www.saini-law.com/
सुप्रीम कोर्ट ने यह भी माना था कि मजिस्ट्रेट का यह कर्तव्य है कि वह सुनिश्चित करे कि अधिकारी पीएमएलए के तहत निर्धारित प्रक्रिया के साथ-साथ संवैधानिक सुरक्षा उपायों का भी उचित रूप से पालन करें।
Receivership and liquidation Accounts
Being a Paper Presented at Business Recovery and Insolvency Practitioners Association of Nigeria (BRIPAN) on Friday, August 18, 2023.
Business law for the students of undergraduate level. The presentation contains the summary of all the chapters under the syllabus of State University, Contract Act, Sale of Goods Act, Negotiable Instrument Act, Partnership Act, Limited Liability Act, Consumer Protection Act.
Genocide in International Criminal Law.pptxMasoudZamani13
Excited to share insights from my recent presentation on genocide! 💡 In light of ongoing debates, it's crucial to delve into the nuances of this grave crime.
LawSense Conference 2016: Navigating Sexual Issues in Schools
1. LawSense Conference 2016
Law for School Counsellors
Navigating Sexual Issues in Schools
Brett Wilson
Partner
26 July 2016
2. Objective … Provide an understanding of
Laws relating to teenage sexual activity and pregnancy:
• What are the relevant laws;
• Duty of care;
• Confidentiality and privacy; and
• Ethical obligations.
3. Objective … Provide an understanding of
Lesbian, Gay, Bisexual, Transgender and Intersex students:
• Common Issues;
• Discrimination;
• Duty of Care; and
• Confidentiality and Privacy.
4. Objective … Provide an understanding of
Practical approaches to managing the risk associated with
these issues:
• Common Issues;
• Discrimination;
• Duty of Care; and
• Confidentiality and Privacy.
5. Laws Applying to Sexual Activity …..
Some issues that arise:
• Intercourse between students;
• Sexual activity outside of school;
• Child abuse at home or other place; or
• Grooming a child for sexual activity.
6. Laws Applying to Sexual Activity …..
Crimes Act 1900
S66A Intercourse by any person with a Child < 10
• Crime
• Can’t give consent
• Life Imprisonment
7. Laws Applying to Sexual Activity …..
Crimes Act 1900
S66C(1) Intercourse by any person with a child
between 10 - 14
• Crime
• Can’t give consent
• 16 years imprisonment
8. Laws Applying to Sexual Activity …..
Crimes Act 1900
S66C(3) Intercourse by any person with a child
between 14 and 16:
• Crime
• 10 years imprisonment
9. Obligations regarding Sexual Activity ….
• Obligation to report offences;
• A person in authority has an obligation to protect
a child from abuse;
• Obligation to report a situation to relevant
authorities where a child may be at risk; and
• Protection of the child paramount consideration.
10. What is your ‘Duty of Care’ …..
A legal obligation which is imposed on an individual
requiring a standard of reasonable care, whilst doing
something that may have an impact on others.
Tort of Negligence
If a person suffers injury as a result of another’s
negligence the sufferer is entitled to compensation
from the negligent party.
11. Duty of Care …..
There are three elements of the tort of negligence
A duty of care to the plaintiff
A breach of that duty of care to the plaintiff
Actual Damage suffered by the plaintiff
12. Duty of Care …….
• Limits of School Counsellor’s duty of care to:
• The Student;
• Other students;
• The School;
• The Parent; and
• Other teachers.
13. Duty of Care …..
If you identify or are informed of a risk, your duty of
care increases to the extent of your knowledge of
the risk.
That is unless a court determines that a reasonable
person in the circumstances should have been
aware of the risk.
14. Duty of Care …..
Due to the nature of the work that a School
Counsellor does, there is a greater exposure to
issues, risks and a need to be mindful of your duty
of care
Reasonable Foreseeability
15. Duty of Care …..
Reasonable Foreseeability
In your work if you perceive that a risk exists or may
arise as a result of a decision you make do
something to manage that risk.
16. Conflict between …..
• Two students sexually active, keep their
disclosure to you confidential or report it;
• Duty of Care if any risk foreseen
• If not criminal or abuse, and risk not foreseen,
then may keep confidential;
• Explain to students the limits
18. LGBTI Issues That Arise…..
• Enrolment;
• Name to be used;
• Uniform, clothing i.e. formal;
• Toilets;
• Sports;
• Functions and Excursions; and, or
• Relationships.
19. LGBTI Risk Issues…..
• Discrimination;
• Harassment;
• Bullying;
• Victimisation;
• Breach of privacy and confidentiality issues; and, or
• Vilification.
20. Discrimination Laws …..
Anti Discrimination Act 1977 (NSW)
and
Sex Discrimination Act 1984 (Cth)
Operate in much the same way so we will focus on
NSW
21. Discrimination Laws …..
Gender identity means:
• Identifies or has identified as a member of the
opposite sex by living or seeking to live as a
member of that sex; or
• Of indeterminate sex, and lives or seeks to live as
a member of a particular sex.
23. Discrimination Laws …..
Discrimination can be:
Direct -
Treating someone less favourably that someone else
due to a characteristic they have.
Indirect -
Imposing a requirement or condition that has or is
likely to have the effect of disadvantaging persons
with a characteristic they have.
24. Discrimination Laws …..
Section 31A(1) - Discrimination Sex
Unlawful for a school, on the basis of sex, to:
• Refuse or fail to accept a persons application for
admission; or
• Impose unfair terms on that persons admission.
25. Discrimination Laws …..
Section 31A(2) - Discrimination Sex
Unlawful for a school, on the basis of sex, to:
• By denying or limiting access to any benefit;
• By expelling or imposing any other detriment.
26. Discrimination Laws …..
Section 38K(1) - Discrimination Transgender
Unlawful for a school, on the basis of a person being
transgender, to:
• Refuse or fail to accept a persons application for
admission;
• Impose unfair terms on that persons admission.
27. Discrimination Laws …..
Section 38K(2) - Discrimination Transgender
Unlawful for a school, on the basis of that student
being transgender, to:
• By denying or limiting access to any benefit;
• By expelling or imposing any other detriment.
28. Discrimination Laws …..
Section 49ZO(1) - Discrimination Homosexuality
Unlawful for a school, on the basis of a person being
homosexual, to:
• Refuse or fail to accept a persons application for
admission;
• Impose unfair terms on that persons admission.
29. Discrimination Laws …..
Section 49ZO(2) - Discrimination Homosexuality
Unlawful for a school, on the basis of that student
being homosexual, to:
• By denying or limiting access to any benefit;
• By expelling or imposing any other detriment.
30. Discrimination Laws …..
Section 38S - Transgender Vilification
Unlawful for a person to incite hatred, contempt, or
ridicule of a person because:
• That person is transgender; or
• A group of persons are transgender.
31. Discrimination Laws …..
Section 49ZT - Homosexual Vilification
Unlawful for a person to incite hatred, contempt, or
ridicule of a person because:
• That person is homosexual; or
• A group of persons are homosexual.
32. Privacy & Confidentiality …..
Privacy Act 1988 (Cth)
• Collection of information limited to what is
necessary for management of the school;
• Sensitive information only collected if student
consents;
• Can not use or disclose sensitive information without
consent; and
• Students sexual orientation or gender identity is
sensitive information.
33. Privacy & Confidentiality …..
Privacy Act 1988 (Cth)
• Safety and well being of student and others,
outweighs privacy and confidentiality in just
about all circumstances.
• If information necessary to meet the needs of
student, it can be collected.
34. Bullying …..
• Fundamental and positive duty owed by schools
to students is protection from the conduct of
other students, bullying.
• In school environment LGBTI students are more
likely to be bullied.
• US Study found, 82% of LGBTI students reported
bullying, compared to 27.3% of students overall.
35. Bullying …..
Oyston v St Patricks College [2011] NSWSC 269
• Vulnerable individual.
• Schools care extended to prevention of bullying.
• Impairment issue, student suffered psychological
harm after years of bullying.
• Non action by staff despite notice and policies in
place.
36. Duty of Care …….
• Consequences of breaching your duty of
care:
• Vicariously;
• Professionally; and
• Personally.
37. Consequences …. Personal
• Criticism
• Disciplinary action by your employer
• Suspension with or without pay
• Termination of Employment
38. Consequences ….. Professional
• Termination of employment and inability
to gain further work
• Cancellation of right to practice by
regulatory body
• Involvement in legal proceedings as a
witness in defending an action
39. Consequences ….. Legal
• Involvement in legal proceedings as a
Defendant
• Being required to pay damages and legal
costs to a Plaintiff as a Defendant
• Being required to indemnify your employer
for any damages payable to a Plaintiff
40. Managing Risk …..
• Get used to it, it’s how it is.
• AHRC says 11% of the population is of
diverse sexual orientation.
• Be proactive not reactive.
• Be prepared, identify issues and solutions.
41. Managing Risk …..
• Establish the rules with students and their
parents early on.
• Compromise and be flexible where
possible.
• Look for practical, left of field, solutions.
• Involve stakeholders at all stages.
42. Manage your Risk Profile …..
• Be consistent in your dealings.
• Be prompt, address matters quickly.
• Be confidential when required.
• Document the process, the reason why.
• Seek advice when uncertain.
• Use outside authorities to assist when
required.
43. Always be Consistent …..
Apply standard practices consistently:
• Develop standard practices that exhibit
consistency and impartiality;
• Both personally; and
• Across the Organisation.
44. Maintain Confidentiality …..
• Keep information confidential when asked
to.
• Only if someone may suffer damage
should you breach confidentiality or under
direction from an authority.
• Set out the terms of confidentiality at the
start with all stakeholders
45. DISCLAIMER
Please note that this Power Point and
Presentation is not legal advice and
the material has been altered to simplify
the presentation and should not be
relied upon in the provision of
legal advice or for any other purpose.