Human Resources

A policy to keep our students and employees safe. Adelphi University is proud of its work and academic environment and will strive to maintain a pleasant and collegial environment for employees, students, guests and visitors, all of whom are expected to treat each other with courtesy, consideration and professionalism. With this Policy, the University prohibits not only unlawful discrimination, harassment including sexual misconduct, dating violence, domestic violence, stalking , and retaliation, but also discourages other unprofessional and discourteous actions. Derogatory or inappropriate remarks, slurs, or jokes related to any protected class will not be tolerated. The University will make this Policy available in various and appropriate places on campus and on the University website. Discrimination, harassment including sexual misconduct, dating violence, domestic violence, stalking and retaliation are violations of University Policy and of the appropriate standard of conduct required of all persons associated with the University.

Faculty Policy Guide

As a public institution, we are dedicated to maintaining strong internal policies. We also actively engage with changes in government policy by making regular higher education and research policy submissions, across a wide range of issues. As a public institution, we have a rigorous and robust policy framework under the jurisdiction of the Policy Management Unit in the Office of the General Counsel. The Policy Register contains documents on topics such as health and safety, community relations, infrastructure and procurement.

The Policy Register does not contain course resolutions, faculty resolutions and other documents relating to the academic governance of individual faculties or University schools and their courses.

This policy applies to all Members of the University Community, including employees, students, affiliates, affiliate faculty, volunteers, contractors, vendors.

Questions relating to the information in each chapter of the Policies and Procedures Manual should be directed to the office issuing the chapter. Kansas State University is committed to maintaining academic, housing, and work environments that are free of discrimination, harassment, and sexual harassment. Discrimination based on race, color, ethnicity, national origin, sex, sexual orientation, gender identity, religion, age, ancestry, disability, genetic information, military status, or veteran status is prohibited.

Retaliation against a person for reporting or objecting to discrimination or harassment or for participating in an investigation or other proceeding is a violation of this Policy, whether or not discrimination or harassment occurred. This Policy is not intended for, and will not be used to, infringe on academic freedom or to censor or punish students, faculty, employees, or staff who exercise their legitimate First Amendment rights. This Policy covers discrimination, harassment, sexual harassment, and retaliation occurring on campus, or otherwise within the context of University education programs and activities, whether those are on campus or off campus.

It applies to persons who are on campus or who otherwise participate in or attempt to participate in the University education programs and activities as further defined herein , such as employees, students, applicants for employment or admission, contractors, vendors, visitors, and guests. The term applies to all activity that occurs on campus or on other property owned or occupied by the University.

It also includes off-campus locations, events, or circumstances over which the University exercises substantial control over the alleged perpetrator and the context in which the misconduct occurs. A delay in submitting a report could decrease the availability of supporting evidence, and the reason for a delay may be reviewed during the investigation and decision-making phases of the process. Supervisors within their area of supervision and administrators must make reports of possible violations of this Policy to OIE as soon as practicable upon notification including by email if after regular business hours , must keep reports confidential, and must protect the privacy of all parties involved in a report.

Failure to do so is a violation of this Policy.

UAA Dating Violence and Sexual Assault Coalition for Change

The University of Chicago is a community of scholars dedicated to research, academic excellence, and the pursuit and cultivation of learning. Members of the University community cannot thrive unless each is accepted as an autonomous individual and is treated without regard to characteristics irrelevant to participation in the life of the University. Freedom of expression is vital to our shared goal of the pursuit of knowledge and should not be restricted by a multitude of rules.

At the same time, unlawful discrimination, including harassment, compromises the integrity of the University.

The integrity of the teacher-student relationship is the foundation of the University’s educational mission. This relationship vests considerable trust in the teacher.

Want to discuss? Please read our Commenting Policy first. The former student who accused author Steven Galloway of sexual assault is calling on the University of British Columbia to outright ban student-teacher relationships. Her request is the latest development in the case. Galloway was fired from UBC in June after a months-long investigation into his conduct. A tug of war over the unredacted report from that initial investigation is ongoing.

Galloway has it and has reportedly shared it with friends, although MC has yet to receive a copy. Canadian post-secondary institutions have resisted such prohibitions, but as students head back to school this week, is it time for them to get on board?

Sexual Misconduct Policy

The University is committed to maintaining a learning environment for its students that is free from sexual misconduct. Further, the University shall take reasonable steps to prevent sexual misconduct from occurring. Steps will include: affirmatively raising the subject and expressing strong disapproval thereof; developing appropriate sanctions against; informing faculty, staff, and students of their rights; and developing methods to sensitize all concerned.

Sexual violence, under William Woods University policy, is defined as, “threats of or deliberate physical contact of a sexual nature that is against another person’s will or without consent. An intoxicated or incapacitated person cannot provide informed consent to sexual activity. In addition, silence, previous sexual relationships, or current relationship between the parties may not be taken as an indication of consent.

Bringing you the most up-to-date information on the Tribe. A number of William & Mary’s policies and procedures are collected below. that all members of the university community — our board members, employees, students, and volunteers Obey the laws, regulations, and policies applicable to our university activities.

Rutgers University professors are prohibited from having romantic relationships with graduate students in their departments — and all undergraduates — under a sweeping new policy created in response to concerns about sexual harassment on campus, school officials said. Under the new policy :. Couples who are currently in a relationship in violation of the new policy must apply to a university chancellor for an exemption within 30 days, campus officials said.

Married couples — such as a professor in one department and a spouse taking undergraduate classes in another department — will also have to apply for exemptions. Those who violate the policy could, potentially, lose their jobs. But they are trying to protect students on a campus where professors, deans and other officials can hold a lot of power. It is unclear how many Rutgers faculty members and students are already in romantic relationships or how many might apply for an exemption under the new policy.

Some of the students said they had difficulty reporting the alleged harassment because the professors had the power to derail their graduate studies or future careers. A NJ Advance Media investigation found Rutgers was not investigating some sexual misconduct complaints made against professors because of a little-known policy that said the school did not have to look into allegations that were more than two years old.

Rutgers President Robert Barchi dropped the two-year rule within hours of the publication of the investigation on NJ. Rutgers joins several universities around the nation rethinking their guidelines on when and if professors can have relationships with students. Professors had previously been permitted to have relationships with graduate students as long as they were not in their classes or under their supervision.

Personal Relationships Policy

A number of colleges and universities banned faculty-undergraduate dating or otherwise shored up their consensual relationship policies after the Education Department published a reminder letter about sexual harassment liability, in Other institutions had adopted such policies earlier. And while many involved in or affected by these decisions support them as preventing potential abuse, others remain critical of policing connections between consenting adults. Fear of legal liability and increasing acknowledgement of academic power structures changed that, leading institutions to adopt a mix of policies regarding these relationships.

Its rationale for doing so, stated in the policy itself, sums up much of the thinking behind blanket bans on undergraduate-faculty dating.

Policy FAQs. If you or someone you know has experienced sexual harassment, sexual assault, domestic and/or dating violence, GW wants to help you get the.

If there is a conflict between Appalachian Policy — Sex-Based Misconduct Policy and this policy for the statuses and conduct referenced in this subsection, then Appalachian Policy — Sex-Based Misconduct Policy shall be controlling. Conduct based on an individual’s Protected Status that is an unlawful or otherwise prohibited preference for, or detrimental treatment of, one individual compared to other individuals.

The conduct must be sufficiently serious to unreasonably interfere with or limit:. Communication or conduct e. Classes of people who receive certain protections under applicable federal and state law, and UNC System policies, because of their age, color, disability, gender, gender expression, gender identity, genetic information, national origin, political affiliation, race, religion, sex including pregnancy , sexual orientation, or veteran status.

Any adverse action against an individual, or an individual’s spouse, partner, or other person with a close personal relation, for: a making or supporting a claim of Discrimination or Harassment, b opposing any Discrimination or Harassment, c participating in the reporting, investigation, or resolution of alleged violation s under this policy, or d otherwise engaging in a protected activity under this policy or other associated University policies.

Examples of Retaliation include intimidation, threats, coercion, or adverse employment or educational actions. Retaliation may be found even when an underlying report or complaint made in good faith was not substantiated. All members of the Appalachian community are prohibited from engaging in Discrimination, Harassment, or Retaliation collectively, “Prohibited Conduct”. Allegations of Prohibited Conduct should be reported as promptly as possible to the applicable administrative office as identified in Section 4.

Allegations must be reviewed and processed by the applicable administrative office in accordance with this policy and administrative office procedures, as further referenced in Section 4. Allegations of Prohibited Conduct should be disclosed to an administrative office by submitting either an informal report or formal complaint:. Upon receiving an informal report or formal complaint, the appropriate administrative office reviewing allegation s of Prohibited Conduct may impose reasonable interim measures to temporarily address allegations to ensure a safe and nondiscriminatory environment.

Sexual Misconduct Policy – UTDBP3102

AMHERST — Consensual sexual relationships between University of Massachusetts faculty and students or postdoctoral researchers will be barred for the first time under a new policy. The university unveiled the policy Wednesday amid the MeToo movement that has thrust conversations about the prevalence of sexual assault and harassment into the open. It seems to be a really good step in the right direction. Faculty at Mount Holyoke College have voted to draft a new policy on faculty-student relationships, and are expected to vote on that new policy soon, according to campus spokeswoman Keely Savoie.

The University of Chicago Policy on Harassment, Discrimination, and Sexual harassment, sexual abuse, sexual assault, domestic violence, dating violence.

As such, Education Records and Personally Identifiable Information will be released only with the signed consent of the Student, except in those instances outlined in section A of the Procedures. The University will annually notify Students currently attending the University of these rights. This policy ensures that Purdue University protects the privacy of Student Education Records in accordance with federal law and regulations and complies with requirements imposed on recipients of federal funding under programs of the U.

Department of Education. This policy does not give Students the right to prevent disclosure of their names or other identifiers in the classroom. This policy does not give Students the right to inspect records maintained by the University at a campus at which the Student has not been enrolled. The following materials, information and records are excluded from the definition of Education Records and are not available to Students for inspection, review, challenge, correction or deletion:.

All defined terms are capitalized throughout the document.

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