QUILLEN COM

Harassment Workshop

Online Training for MS I’s2011

ETSU Harassment/Mistreatment Online TrainingFirst complete the online training required of everyone at

East Tennessee State University (ETSU)

1st year Med Students will take the “first time user” version (you will do a “refresher” version as you begin your clinical clerkships)

After you complete this training, continue with this PowerPoint presentation with additional information related to harassment and medical student mistreatment specific to Quillen College of Medicine

ETSU Harassment/Mistreatment Online Training – Instructions:Preventing Sexual Harassment:

http://training.newmedialearning.com/psh/easttennsu

Click on "First Time User" and take the "Student" version.In order to have your training logged appropriately, at the end of the

Mastery Test, choose "Health Affairs" for Division and "Medicine, Quillen College of" for Department. 

You do not need to send your certificate of completion to anyone, but you should make a copy for your own personal files of this and any other training you complete throughout your professional career. 

The company that runs this program for ETSU will notify the Office of Equity and Diversity of your successful completion. 

Have you completed the ETSU training?This module builds on the main ETSU training.

If you have not yet completed the ETSU training (link in previous slide), please do so before continuing with this powerpoint.

Subtitle from a Resident Physician for the QCOM-specific training::

“This is NOT Grey’s Anatomy!”

Remember…

The keyword in mistreatment and harassment is “Unwelcome”

Review: Harassment Policies andFederal Law

Prohibit discrimination on the basis of race, color, religion, sex, or national origin

ETSU also prohibits discrimination on the basis of sexual orientation

Sexual harassment is a special form of sex discrimination which also violates our medical student mistreatment policy

Review: Sexual HarassmentLegal Definition

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of a sexual nature constitute sexual harassment when:

- It is a condition of academic standing (explicit or implicit)

- Academic decisions are based on submission to or rejection of the conduct

- It unreasonably interferes with your academic performance or creates an intimidating hostile, or offensive academic environment

Review: Equal Employment Opportunities Commission (EEOC)

“Victim” and “Harasser”- Both may be either a man or a woman- Both may be of the same sex- “Victim” may be anyone affected, not just the “target”- The “harasser” may be the “victim’s” supervisor, a co-worker, a

resident, a fellow student, or an agent of the employer (clinical instructor, etc.)

Review: Two Forms of Sexual HarassmentQuid Pro Quo: power relationship; demands in

exchange for employment or academic benefits; easily identified

Hostile Environment: harasser as a “polluter,” atmosphere that interferes with ability to work or learn; abusive, offensive or hostile behavior; must be “unwelcome” and based on sex or gender; behavior must be repeated

Consensual RelationshipsA particularly important issue at the College of Medicine!

Does the law recognize them? NO!

So there are a number of potential liabilities: If supervisor wants to sever relationship and the supervisee

does not – the supervisee could claim sexual harassment because he or she felt “forced” into a relationship

If supervisee wants to sever relationship and supervisor does not, supervisor could hold the threat of poor grade or evaluation over the supervisee. Good evaluations critical in getting good residency programs, fellowships, practice settings

Consensual Relationships, cont’d.Third party complaints of “hostile environment”

If there is a consensual relationship that continues to work well for the two romantically involved, what’s wrong with that?

Others may feel they are being left out of training, research, and other opportunities because of the relationship, and may file a complaint of “hostile environment” sexual harassment. All students should be taught and treated equally at the college of medicine!

Consensual Relationships, cont’d.What does this mean to me?Less of an issue in the M1 and M2 years (still may occur)Medical training involves a number of intelligent, highly-

trained individuals who work closely together in intense settings. Good opportunities to learn about the character of those you meet. Good relationships may develop from this environment.

HOWEVER, please avoid developing a romantic relationship with anyone who supervises you. This is for your benefit as well as the benefit of any supervisor you might consider becoming involved with.

Consensual Relationships, cont’d.More of an issue in M3 & M4 clinical years when you are

taught more by adjunct faculty who have not been through ETSU training, and resident physicians who are inexperienced and do not yet understand the potential consequences to their careers.

If you find yourself becoming romantically involved (or wishing to) with someone who supervises you, please let me or someone in Academic Affairs know so we can work on moving one or the other so you are no longer supervised by this individual!

Special Issues for Residents**Most complaints from medical students are about mistreatment/ harassment by

residents. This is part of what I tell them:

Medical Students – Best not talk about personal issues, yours or theirs; don’t ask for a date; don’t call at home (except for medical emergency related to the service)

Patients – Unethical to date a patient; best not to become involved with family members

Staff – More complex – Though not strictly unethical, best not to be involved with someone you work with directly

- Please review the additional information on handout that goes with this PowerPoint -

How to Avoid Accusations of HarassmentThis is what we tell those who supervise you, and what

you should keep in mind for the near future, when you will be senior students supervising M1’s, M2’s and M3’s!

Always behave in a professional manner in the professional setting

Most people are not interested in legal action or even in filing a formal complaint

Most people simply want the offensive behavior to stop!

POLICY ON MISTREATMENT PREVENTION FOR MEDICAL AND GRADUATE STUDENTS

James H. Quillen College of Medicine

East Tennessee State University

Review

Mistreatment PreventionThree Main Components

College of Medicine standards of behavior and definition of mistreatment

Plan for ongoing education

Description of the process for responding to allegations of mistreatment

Mistreatment PreventionDefinitionImproper use or handling of an individual(s) which

may: - cause the subject to become more cynical about the

medical profession - interfere with the learning process - cause talented individuals to leave medical training - promote an atmosphere in which abuse is accepted and

perpetuated in medical training

Mistreatment PreventionSome Examples of MistreatmentPublic belittling or humiliation: This does not refer to when

someone asks you a question, you can’t remember and you feel humiliated. This refers to someone saying something like, “you are the dumbest student who ever went to QCOM,” where they intend to belittle you.

Threats of physical harm; disregard for student safety: Any threats of physical harm, including blocking your path of exit from a room, or disregarding your safety in the clinical setting – ex. Telling you not to bother with protective clothing upon entering a posted room of a patient with an infectious disease.

Mistreatment PreventionExamples of Mistreatment, cont’dRequiring performance of personal services for grades/evaluation:

You should receive grades, evaluations or other assignments based upon your academic performance, not based on anything outside the educational setting. Ex., A resident tells his group of students they can’t go home until someone agrees to go feed his dogs and take them for a walk. If you happen to know this resident has dogs who need to be fed and walked and you choose to volunteer of your own free will, that is fine – it is your choice; however, he/she cannot base any aspect of your training, including when you can go home, on whether you do this or not!

Threatening a lower grade or evaluation for reasons other than course/clinical performance: Self-explanatory

Mistreatment PreventionExamples of Mistreatment, cont’d.

Discrimination on the basis of race, gender (includes sexual harassment), sexual orientation, religion, ethnic background, age, or physical disability: Considered Medical Student Mistreatment, although handled under ETSU discrimination policies

Intentional neglect or lack of communication: There are going to be folks you get along with better than others, but they are hired or assigned to teach you equally. If you feel your questions are ignored, or other students are getting more assistance or more procedures (on a clinical service) than you are, this may be an issue.

Mistreatment PreventionExamples of Mistreatment, cont’dTaking credit for another individual’s work: Usually with

reference to research, and also more likely in the M3 & M4 year, but some students do research between their M1 & M2 years. If you work on a project and contribute significantly to a publication (either in lab research, literature research or writing), the final version may not be completed until after you have left that service or rotation, but your name should appear on the final publication to acknowledge your work.

Any other behavior contrary to the spirit of learning and/or which violates the trust between the teacher and learner: You are all very intelligent or you would not be here! Trust your instincts. If something does not seem right, check it out with the Grievance Officer or another trusted individual in the QCOM administration.

Mistreatment PreventionProcess for Responding to Allegations

Informal resolution by parties involvedMediation role of Grievance OfficerConflict Resolution CouncilWorking Subcouncil

Mistreatment PreventionProtections

Retaliation: Regarded as a form of mistreatment and not tolerated

Malicious accusations: Disciplinary action will be taken for any student making intentionally dishonest allegations

Professional reputations: Reasonable steps taken to restore any professional reputation tarnished through any aspect of this process

Complete PoliciesThe complete ETSU Harassment Policies, Quillen

College of Medicine Sexual Harassment Policy and Medical Student Mistreatment Policy are all available online for your review:

http://www.etsu.edu/com/acadaffairs/studentinfo/documents/Student_Handbook_2010-2011.pdf - pp. 41-46

ETSU Affirmative Action Complaints: http://www.etsu.edu/humanres/relations/ppp40.aspx

How to get help:

Contact person for the College of Medicine: Dr. Theresa Lura, Asst. Dean of Women in Medicine: 439-8849

Affirmative Action Officer for ETSU: Ms. Mary Jordan, 439-4211; VP for Health Affairs: 439-4811

ETSU VP for Student Affairs: 439-4210; Dean of the Graduate School: 439-4221; University Counsel: Atty. Ed Kelly 439-8550

The Reality:Mistreatment and Harassment are highly unlikely to

happen to you at Quillen College of Medicine…

…But a few incidents occur every year, and you know who to call if it does

CONGRATULATIONS – and Welcome to Medical School!