Good Morning, We have ours in two separate policies. We have a very small Non-Discrimination policy and an Unlawful Harassment policy, which includes sexual harassment. We also have a Title IX policy which includes sexual misconduct and violence ( I can send that to you if you would like). I apologize for pasting the policies here, but our employee policies are on an internal server.
Non-Discrimination Policy The college will not tolerate unlawful discrimination based upon gender, race, color, sexual orientation, religion, national origin, age, disability, genetic information, veteran's status, or any other characteristic protected by law. This policy prohibits unlawful discrimination in all employment decisions, such as hiring, advancement, job assignments, leaves of absence, transfers, layoffs, demotions, promotions, discipline, discharge, compensation, benefits, training and any other terms or conditions of employment. Unlawful Harassment The college will not tolerate any unlawful harassment of employees or students. "Unlawful harassment" covered by this policy includes harassment of an individual because of that person's gender, race, religion, color, sexual orientation, national origin, age, disability, genetic information, veteran's status, or any other classification protected by law. Any employee who engages in any form of unlawful harassment will be disciplined. Discipline may include, but is not limited to, transfer, demotion, suspension, or discharge. The college also forbids retaliation of any type against an employee or student for reporting any type of unlawful harassment. The college also strictly prohibits sexual harassment in any form. The definition of sexual harassment is as follows: * Unwelcome sexual advances, requests for sexual favors, and other verbal, graphic or physical conduct of a sexual nature, when (1) submission to such conduct is made either explicitly or implicitly a term or a condition of an individual's employment; (2) submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual; or (3) such conduct has a purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. Employees who feel that they have been unlawfully harassed at work, or who feel that a fellow employee or student is being unlawfully harassed, should immediately notify their supervisors. If possible, such notice should be in writing (signed and dated), stating the date, place, time, nature of the harassment, and the name(s) and position(s) of the offending party and any witnesses to the alleged harassment. Employees who feel that their supervisors are involved in the harassment in any way, or believe that for some other reason their supervisors cannot be approached, should notify the Chief Human Resources Officer, or designee. All reports of unlawful harassment will be investigated promptly. Supervisors who fail to effectuate this policy or who fail to investigate conduct of allegations of the type which are prohibited by this policy will be subject to discipline, up to and including discharge. In all cases, the employee who reports unlawful harassment will be advised of the results of the investigation. To the greatest extent possible, the college will attempt to maintain the confidentiality of any harassment investigation. The disclosure of any information relating to a charge of unlawful harassment will be made only on a need-to-know basis. The college requires all employees to fully comply with this policy and cooperate in any investigations. Personal Relationships Relationships of a romantic or sexual nature are prohibited between a faculty member, supervisor, or other member of the college community and any person for whom he or she has professional responsibility. For purposes of this policy, one individual has "professional responsibility" for another individual if he or she performs functions including but not limited to teaching, counseling, grading, advising, evaluating, hiring, supervising, or making decisions or recommendations about that individual that confer benefits, such as promotions, financial aid awards, or other remuneration upon that individual or that impact academic or employment opportunities for that individual. Thanks, _______________________________ Rachel King, M.A. Policies and Procedures Manager Adjunct Instructor, Office Systems Technology Wake Technical Community College 9101 Fayetteville Road Raleigh, NC 27603 (919) 866-5603 [email protected]<mailto:[email protected]> [email protected]<mailto:[email protected]> _______________________________ From: [email protected] [mailto:[email protected]] On Behalf Of Heather Foster Sent: Wednesday, May 20, 2015 5:26 PM To: Institutional policy-related discussions ([email protected]) Subject: [acupa-l] Discrimination and Sexual Harassment - combined or separate? Hello, UTSA currently addresses both discrimination & sexual harassment in the same policy. There is some interest in separating the two. If you don't mind sharing I'd love to know what others are doing. Are we behind the times by not already having two? Thanks, Heather Heather M. Foster Policy Specialist Institutional Compliance & Risk Services The University of Texas at San Antonio P 210.458.5537 F 210.458.4993 ATTN: Please be aware that when you respond to an ACUPA-L e-mail, the reply will be distributed to the ENTIRE list of members. If you do NOT want to send an e-mail to everyone, please reply directly to the individual who initiated the query (their e-mail address appears in the "From" line of their original e-mail). If you wish to remove yourself from the ACUPA e-mail list, please go to the following website and complete the form. We will remove you from the list within 24 hours, during normal business hours. http://www.acupa.org/MembershipForm_Discontinue.html If you have questions about the ACUPA e-list, please contact Jamie Parris at [email protected]<mailto:[email protected]?subject=ACUPA%20e-list%20assistance> or 607-255-6837. Email correspondence to and from this address may be subject to the North Carolina Public Records law and may be disclosed to third parties by an authorized state official (NCGS. ch. 132). Student educational records are subject to FERPA.
