The International Court of Justice (ICJ) has repeatedly stated that the Convention embodies principles that are part of general customary international law. The Convention has been ratified by 153 States (as of April 2022). It was codified as an independent crime in the 1948 Convention on the Prevention and Punishment of the Crime of Genocide (the Genocide Convention).
Genocide was first recognised as a crime under international law in 1946 by the United Nations General Assembly ( A/RES/96-I). Later on, Raphäel Lemkin led the campaign to have genocide recognised and codified as an international crime. Lemkin developed the term partly in response to the Nazi policies of systematic murder of Jewish people during the Holocaust, but also in response to previous instances in history of targeted actions aimed at the destruction of particular groups of people. It consists of the Greek prefix genos, meaning race or tribe, and the Latin suffix cide, meaning killing. The word “genocide” was first coined by Polish lawyer Raphäel Lemkin in 1944 in his book Axis Rule in Occupied Europe. Retaliatory actions are broadly defined to harassing behavior, significant changes to job duties or working conditions, and even threats to take personnel actions.Genocide Background Secretary-General visits Auschwitz-Birkenau, Poland. Retaliatory actions are not limited to formal personnel actions such as termination, demotion, non-promotion, or non-selection.
Protected activity includes: complaining about discriminatory or harassing behavior disclosing/reporting violations of law, rule or procedure or fraud, waste or abuse and participating in discrimination or whistleblower proceedings (such as an investigation or lawsuit).
Retaliation Taking an action that might deter a reasonable person from participating in activity protected by antidiscrimination and/or whistleblower laws. Protected activity includes reporting harassing conduct, discrimination or retaliation filing a claim of harassment providing evidence in any investigation or intervening to protect others who may have suffered harassing conduct, discrimination or retaliation. Protected status is defined as an individual’s race, color, religion, sex (including pregnancy and gender identity), sexual orientation, national origin, age, disability, family medical history (including genetic information), status as a parent, marital status, or political affiliation. Personnel Bulletin 18-01, when the behavior can reasonably be considered to adversely affect the work environment, or an employment decision affecting the employee is based upon the employee’s acceptance or rejection of such conduct. Harassing Conduct Unwelcome conduct, verbal or physical, including intimidation, ridicule, insult, comments, or physical conduct, that is based on an individual’s protected status or protected activities under The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer. “Sexual” harassment is a particular type of harassment that includes unwelcome conduct such as sexual advances, requests for sexual favors or dates, remarks about an individual’s appearance, discussions, remarks or jokes of a sexual nature, and/or other verbal or physical harassment of a sexual nature. Harassment becomes unlawful where enduring the offensive conduct becomes a condition of continued employment or the conduct is sufficiently severe or pervasive to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Harassment Unwelcome conduct that is based on race, color, religion, sex, national origin, age, disability or genetic information. To help employees avoid actions and/or statements that can be considered inappropriate, it’s important to fully understand these behaviors: Discrimination The differential treatment of an individual or group of people based on their race, color, national origin, religion, sex (including pregnancy and gender identity), age, marital and parental status, disability, sexual orientation, or genetic information.
RESPONSIBILITY TO INFORM TARGET OF INTENDED VIOLENCE FREE
The Department is dedicated to promoting a workplace that provides equal opportunities for all and is free of discrimination, harassment, and retaliation.
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