Mission Statement


●The Human Rights Committee is committed to ensuring a workplace where our members are free from all forms of discrimination, and harassment.

●To encourage an acceptance of diversity, while seeking common goals, and values shared by each individual.

●Thus unifying and strengthening our membership as a whole.

Contact and Websites

IAMAW
301-967-4571
csund@iamaw.org

U.S. Equal Employment Opportunity Commission (EEOC)
http://www.eeoc.gov/policy/ada/html
The EEOC is the federal agency that enforces Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, the Pregnancy Discrimination Act, the Equal Pay Act, and the American with Disabilities Act.

U.S. Commission on Civil Rights (CCR)
 http://www.usccr.gov
Among other duties, the CCR studies, make reports and acts as a clearinghouse for information relating to discrimination or denial of equal protection of the laws because of race, color, religion, sex, age, disability or national origin.

U.S. Office of Federal Contract Compliance Program (OFCCP)
http://www.dol.gov/esa/ofccp
The OFFCP is a branch of the U.S. Department of Labo[u]r that enforces Executive order 1126, Section 503 of the Rehabilitation Act, and the affirmative action provisions of the Vietnam Era Veterans' Readjustment Act. These laws ban discrimination and require federal contractors and subcontractors to take affirmative action to insure that all individuals have an equal opportunity for employment, without regard to race, colo[u[r, religion, sex, national origin, disability or status as a Vietnam Era or special disabled veteran.

A Philip Randolph Institute (APRI)
http://www.aprihq.org
APRI is a constituency group of the AFL-CIO promoting a black-labor alliance to fight equality and economic justice.

Asian Pacific American Labor Alliance (APALA)
http://www.apalanet.org
202-974-8057
202-974-8056
APALA is a constituency group of the AFL-CIO that acts as a voice for the Asian Pacific American workers in the labo[u]r movement, in the Asian Pacific American community, in the media, and in the national public policy arena.

Coalition of Black Trade Unionists (CBTU)
http://www.cbtu.org
CBTU is a constituency group of the AFL-CIO acting as a voice for the black members within the labo[u]r movement and the community at large.

American Association of People with Disabilities
www.aapd.dc.org
866-241-3200 (V/TTY)

Coalition of Labor Union Women (CLUW)
http://www.cluw.org
CLUW is a costitiency group of the AFL-CIO representing women union members, encouraging women's leadership in their unions and workplace.

Labor Council for Latin American Advancement LCLAA)
http://www.lclaa.org
LCLAA is a constituency group of the AFL-CIO advocating the rights of Latino workers and their families in the labor movement and political process.

Pride at Work (PAW)
http://www.prideatwork.org
PAW is a constituency group of the AFL-CIO working for equality of lesbian, gay, and bisexual and transgender workers and mobilizing mutual support between the lesbian, gay, and bisexual and transgender community and organized labor.

Alliance for Retired Americans (ARA)
http://www.retiredamericans.org
ARA is a national organization founded by the AFL-CIO working as a voice
for retirees and older Americans in policy-making at all levels. 

                 

Definition of Harassment: To Irritate or Torment Persistently


Forms of Harassment

●  unprovoked assault, including actual bodily harm
● damage to property
● threatening and/or abusive correspondence 
● verbal abuse
● any other incident, which is reported or percieved as being motivated on grounds of a person's   
● sexuality, disability, age, gender, religion or race

Measures to Combat Harassment

What strategies are to be used?

Harassment is usually on a one-on-one basis. Most times it is the employee's word againist the harasser's word. Documentation would be most helpful in supporting charges.

(1) Firmly say NO to establish a pattern of resistance. Ignoring or avoiding the situation will not solve the problem. If the harassment continues, tell your harasser that you consider his/her actions harassment.

(2) Keep Records. Record the time and place of each incident as well as your response and the names of any others who may have witnessed the incident(s)/ Indicate the form of harassment, whether physical or verbal.

(3) Talk to Others. Are others experiencing the same problem? Have coworkers quit because of the incidence of harassment? Has anyone else been threatened? Would they be willing to support your charges?

(4) Talk to Your Shop Steward or Shop Committee. It is the responsibility of the steward to pursue all allegations of harassment and to ensure that the work environment is free of intimidation and discrimination, regardless of a person's sexuality, disability, age, gender, religion or race. Each case must be taken up on  its own merits, to determine if a grievance should be pursued.

(5) File a complaint wit your Shop Steward or Shop Committee. Harassment is a violation of Title ІІ of the 1964 Civil Rights Act.

● It enforces the workers right to work in a discrimination free environment.
● It gives the worker a voice in determining the conditions of work and the way to get action on injustices.
● It puts the united strength and skill of the IAM behind each worker who has a legitimate grievance.
● It serves notice that the union will not tolerate harassment.