Location: Uvalde
Students:
Gender-Based Harassment
Examples of gender-based harassment directed against a student, regardless of the student’s or the harasser’s actual or perceived sexual orientation or gender identity, may include offensive jokes, name-calling, slurs, or rumors; physical aggression or assault; threatening or intimidating conduct; or other kinds of aggressive conduct such as theft or damage to property.
Source: https://pol.tasb.org/Policy/Download/1174?filename=FFDA(LOCAL).pdf PDF page 3
Employees:
DIA (LOCAL) Employee Welfare – Freedom from Discrimination, Harassment, and Retaliation
The College District prohibits discrimination, including harassment, against any employee on the basis of race, color, religion, gender, national origin, age, disability, or any other basis prohibited by law. Retaliation against anyone involved in the complaint process is a violation of College District policy
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Examples of prohibited harassment may include offensive or derogatory language directed at another person’s religious beliefs or practices, accent, skin color, gender identity, or need for workplace accommodation; threatening or intimidating conduct; offensive jokes, name-calling, slurs, or rumors; physical aggression or assault; display of graffiti or printed material promoting racial, ethnic, or other stereotypes; or other types of aggressive conduct such as theft or damage to property.
Source: http://sacs.swtjc.edu/Evidence/Comprehensive%20Standards/3.11/DIA(LOCAL).pdf PDF page 1
DAA (LEGAL) Employment Objectives – Equal Employment Opportunity
It shall be an unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin or to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's race, color, religion, sex, or national origin. 42 U.S.C. 2000e-2(a)
Terminating an employee on the basis of the employee’s homosexuality or transgender status violates Title VII’s prohibition against sex discrimination in employment. Bostock v. Clayton County, Georgia, 140
S. Ct. 1731 (2020)
Source: https://pol.tasb.org/Policy/Download/1174?filename=DAA(LEGAL).pdf