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zarządzenie nr 1/2020 w sprawie przeciwdziałania praktykom dyskryminacji w Państwowej Wyższej Szkole Zawodowej w Koninie

zarządzenie nr 95/2020 w sprawie powołania Pełnomocnika Rektora ds. Przeciwdziałania Dyskryminacji w Państwowej Wyższej Szkole Zawodowej w Koninie

zarządzenie nr 6/2021 zmieniające zarządzenie w sprawie powołania Komisji ds. Przeciwdziałania Dyskryminacji w Państwowej Wyższej Szkole Zawodowej w Koninie

Pełnomocnik Rektora ds. Przeciwdziałania Dyskryminacji
dr hab. Jakub Bartoszewski, prof. ANS w Koninie
adres e-mail: Ten adres pocztowy jest chroniony przed spamowaniem. Aby go zobaczyć, konieczne jest włączenie w przeglądarce obsługi JavaScript.

Poradnik - dyskryminacja/nierówne traktowanie/mobbing

 

Dr hab. Jakub Bartoszewski, prof. ANS

 

Dyżur we wtorek godz. 13:00 - 13:45 sala 122 ul. Przyjaźni 1

 

 

Warsztaty

 

Temat

Termin realizacji

Krótki opis

Mobbing drogą do zaburzeń lękowych

W zależności od zgłoszeń

Warsztat polegający na odkrywaniu mechanizmów lekowych w sytuacji  mobbingu

Asertywność – moją siłą 

W zależności od zgłoszeń

Warsztat podnoszący wiedzę i umiejętności w sytuacjach trudnych społecznie oraz poznawanie prawidłowych mechanizmów zachowań asertywnych.

Dyskryminacja a nierówne traktowanie

W zależności od zgłoszeń

Warsztat ukazuje różnice między dyskryminacją a nierównym traktowaniem 

 

 

Zgłoszenia proszę kierować na adres: Ten adres pocztowy jest chroniony przed spamowaniem. Aby go zobaczyć, konieczne jest włączenie w przeglądarce obsługi JavaScript.

 

link do warsztatów:

https://teams.microsoft.com/l/meetup-join/19:Ten adres pocztowy jest chroniony przed spamowaniem. Aby go zobaczyć, konieczne jest włączenie w przeglądarce obsługi JavaScript./1710353907991?context=%7B%22Tid%22:%22910b6da9-f1bf-4616-89a1-8fe8475b7591%22,%22Oid%22:%22360461ce-035d-4b0d-8e38-88ac907e160e%22%7D

 

 

University against discrimination
Order No. 1/2020 on counteracting discrimination practices at the State Higher Vocational School in Konin

Order No. 95/2020 on the appointment of the Rector's Plenipotentiary for Anti-Discrimination at the State Higher Vocational School in Konin

Order No. 6/2021 amending the order on the appointment of the Anti-Discrimination Committee at the State Higher Vocational School in Konin

Rector's Plenipotentiary for Anti-Discrimination
prof. Jakub Bartoszewski,
e-mail address: Ten adres pocztowy jest chroniony przed spamowaniem. Aby go zobaczyć, konieczne jest włączenie w przeglądarce obsługi JavaScript.



prof. Jakub Bartoszewski,

Duty on Tuesday 13:00 - 13:45 room 122 ul. Friendship 1


Workshops

Topic:

1. Mobbing is a path to anxiety disorders
A workshop on discovering drug mechanisms in mobbing situations

2. Assertiveness – my strength
A workshop improving knowledge and skills in socially difficult situations and learning the correct mechanisms of assertive behavior.

3. Discrimination and unequal treatment
The workshop shows the differences between discrimination and unequal treatment

Please send your applications to: Ten adres pocztowy jest chroniony przed spamowaniem. Aby go zobaczyć, konieczne jest włączenie w przeglądarce obsługi JavaScript.

 Definition

1) discrimination - any unequal treatment of a person in a situation comparable to another person, where the motive for unequal treatment is in particular one or more of the following features: gender, age, disability, race, nationality, ethnic origin, worldview, denomination, religion, sexual orientation , trade union membership,

2) harassment - any undesirable behavior whose purpose or effect is to violate the dignity of a natural person and to create an intimidating, hostile, degrading, humiliating or offensive atmosphere;
3) sexual harassment - any undesirable behavior of a sexual nature towards a natural person or relating to gender, the purpose or effect of which is to violate the dignity of that person, in particular by creating an intimidating, hostile, degrading, humiliating or offensive atmosphere; this behavior may consist of physical, verbal and non-verbal elements - direct or indirect actions;
4) mobbing - actions or behavior concerning an employee or directed against an employee, consisting of persistent and long-term harassment, humiliation, ridicule or intimidating an employee, causing him to underestimate his professional suitability, causing or intended to isolate him or eliminate him from the team of colleagues;

 

Procedure

Order No. 1/2020 on counteracting discrimination practices at the State Higher Vocational School in Konin

 

§ 8

1. A person who believes that he or she has been subjected to discrimination, harassment, mobbing or unequal treatment and is or has witnessed such actions should report this fact in writing to the Rector in the form of a complaint.

2. The complaint should include:

1) presentation of the facts, in particular an indication of specific actions or behaviors considered by the reporting person to be discrimination, harassment or mobbing, the date or period to which these actions or behaviors relate,

2) evidence supporting the cited circumstances, including identification of witnesses,
3) identification of the perpetrator or perpetrators of discrimination, harassment or mobbing,
4) date of submitting the complaint and the handwritten signature of the reporting person.
3. An anonymous or unsigned complaint will not be considered.

§ 9

1. The Rector, within 5 business days of receiving a complaint about discrimination, mobbing or harassment, refers the case to the Committee, which determines the facts and assesses whether
to the indicated event.

2. Cases are considered by the Commission in accordance with the following principles:
1) promptness;

2) confidentiality;

3) impartiality.

3. Subject to applicable legal provisions, the head of each organizational unit and administrative unit is obliged, when requested by the Commission, to present documents in its possession and to provide information related to the case conducted by the Commission.

4. Persons performing activities in a case concerning reported discrimination, mobbing or harassment are obliged to maintain confidentiality as to all facts learned in the course of their investigation, as well as not to copy or distribute documents relating to the case. The data contained in the documents may constitute sensitive personal data and are subject to personal data protection in accordance with applicable regulations.

§ 10

1. The Commission shall deliberate at meetings.

2. Minutes of each meeting are prepared and signed by everyone meeting participants.

3. The Commission is empowered to:

1) access to documents necessary to clarify the matter;

2) hearing the person making the report and the person accused of discrimination or mobbing;
3) summoning and hearing persons indicated by the person making the report and the accused as witnesses of the events;

4) carrying out other activities that would be important in clarifying the matter.

4. Before issuing an opinion, the Chairman of the Commission notifies the results of the proceedings and presents them to the person making the report, the alleged perpetrator and his superiors.
collected materials in order to read and respond to their content within 14 days of receiving them.
5. The proceedings before the Committee end with the issuance of an opinion with justification, which the Chairman of the Committee submits to the Rector within 14 days.