Any employee or student-employee in a supervisory or managerial capacity who has knowledge of incidents of discrimination or harassment, including sexual harassment, who does not report the matter to the EO Officer/Title IX Coordinator may be subject to disciplinary action up to and including discharge from employment from the University. Faculty, Staff and Students It is the responsibility of the faculty, staff, and students to discourage discrimination and harassment, regardless of whether they are the person(s) discriminated against or harassed. Any faculty member, staff employee, or student who believes he/she is the victim of discrimination or harassment; who witnesses discrimination or harassment; or who receives a report of discrimination or harassment is advised to refer the victim to the EO Officer/Title IX Coordinator and promptly report the incident to and confer with the EO Officer/Title IX Coordinator, or other designated University employees as described in Part V, Sections A and B. Prohibition on Retaliation Any action taken by the University or any employee or agent of the University to restrain, interfere, coerce or otherwise adversely affect a person’s employment, personal safety, academic efforts or participation in University-sponsored activities as a result of that person’s allegation of discrimination or harassment or cooperation in such an investigation or adjudication is strictly prohibited. Retaliation may be found even where the underlying complaint was not sustained. No faculty member, administrator or staff, applicant for employment, or student may be subject to retaliation for action taken in good faith: to seek advice concerning a discrimination or harassment matter; to file a discrimination or harassment complaint; or to serve as a witness or a panel member in the investigation or adjudication of a discrimination or harassment complaint. It shall not be retaliation, however, for an accused to defend himself/herself against a charge of discrimination or harassment under this policy. Nor shall it be considered retaliation to discipline an individual for false and malicious accusations as set forth in Part VIII, Section F (see below). Retaliation, if established, may result in disciplinary action against the offending party up to and including discharge from employment or dismissal/expulsion from the University. Dealing with Discrimination or Harassment In addition to reporting an alleged incident of discrimination or harassment, any person who perceives himself or herself to be the victim of harassment in violation of this policy may consider taking one or more of the procedural steps described below, as applicable.
Any employee or student-employee in a supervisory or managerial capacity who has knowledge of incidents of discrimination or harassment, including sexual harassment, who does not report the matter to the EO Officer/Title IX Coordinator may be subject to disciplinary action up to and including discharge from employment from the University. Faculty, Staff and Students It is the responsibility of the faculty, staff, and students to discourage discrimination and harassment, regardless of whether they are the person(s) discriminated against or harassed. Any faculty member, staff employee, or student who believes he/she is the victim of discrimination or harassment; who witnesses discrimination or harassment; or who receives a report of discrimination or harassment is advised to refer the victim to the EO Officer/Title IX Coordinator and promptly report the incident to and confer with the EO Officer/Title IX Coordinator, or other designated University employees as described in Part V, Sections A and B. Prohibition on Retaliation Any action taken by the University or any employee or agent of the University to restrain, interfere, coerce or otherwise adversely affect a person’s employment, personal safety, academic efforts or participation in University-sponsored activities as a result of that person’s allegation of discrimination or harassment or cooperation in such an investigation or adjudication is strictly prohibited. Retaliation may be found even where the underlying complaint was not sustained. No faculty member, administrator or staff, applicant for employment, or student may be subject to retaliation for action taken in good faith: to seek advice concerning a discrimination or harassment matter; to file a discrimination or harassment complaint; or to serve as a witness or a panel member in the investigation or adjudication of a discrimination or harassment complaint. It shall not be retaliation, however, for an accused to defend himself/herself against a charge of discrimination or harassment under this policy. Nor shall it be considered retaliation to discipline an individual for false and malicious accusations as set forth in Part VIII, Section F (see below). Retaliation, if established, may result in disciplinary action against the offending party up to and including discharge from employment or dismissal/expulsion from the University. Dealing with Discrimination or Harassment In addition to reporting an alleged incident of discrimination or harassment, any person who perceives himself or herself to be the victim of harassment in violation of this policy may consider taking one or more of the procedural steps described below, as applicable.
Discrimination_Harassment_Policy.docx