|| Human Resources Director
|| Human Resources
|| President's Cabinet
|Date of Approval:
|| January 24, 2012
|Date of Last Revision:
|Next Review Date:
See below: Reason for Policy/Purpose
Reason for Policy/Purpose
The University is committed to diversity and nondiscrimination, and supports the employment and enrollment of qualified individuals with disabilities.
Heritage University is also committed to creating and maintaining a community in which students, faculty and staff, can work together in an atmosphere free of discrimination and discriminatory harassment. We seek to provide an environment that not only complies with state and federal laws, but which also encourages respectful and professional treatment of each individual.
Who Needs to Know this Policy
This policy applies to all faculty, staff, students, and third party individuals (contractors, consultants, guest, and visitors).
Policy and Procedures
Discriminatory Harassment & Anti_Discrimination
Heritage University allows the free inquiry into all ideas and the free expression of opinions by those within the University community as a part of the basic process of education. In the presence of harassing behavior, a person’s learning or working ability may be impaired. This discriminatory harassment policy acknowledges protection of free speech, which is guaranteed by the First Amendment of the United States Constitution, while at the same time requiring that the dignity, worth and respect of each individual be nurtured and protected.
The University will not tolerate discrimination on the basis of race, color, gender, sexual identity, age, disability, national origin or religion. Every student, employee, or third party person (e.g. contractor, consultant, visitor, guest, etc.) in the University community has the responsibility to avoid engaging in any unlawful discrimination and further to avoid inappropriate conduct that is disrespectful or unprofessional.
Sexual harassment of employees occurring in the workplace or in other settings in which employees may find themselves in connection with their employment is unlawful and will not be tolerated by the University. Further, retaliation against an individual who has complained about sexual harassment or who has cooperated with an investigation of a sexual harassment complaint is similarly unlawful and will not be tolerated. To achieve the University's goal of providing a workplace free from sexual harassment, inappropriate conduct described in this policy will be dealt with using the established informal and formal procedures of the University, including disciplinary action, where appropriate.
- Security Harassment Training
All employees, both new and existing, are required to complete an on-line sexual harassment training tutorial. All faculty and staff must complete the sexual harassment tutorial every two years.
Heritage University takes allegations of sexual harassment seriously and will respond promptly to complaints. Any employee who feels that he or she has been the victim of harassment is encouraged to promptly report his or her concerns to their supervisor or the Human Resources Director without fear of retaliation. In fulfilling their obligation to maintain a positive and productive work environment, managers or supervisors who know or receive reports of offending behavior must promptly notify the Human Resources Director. An investigation of a complaint will be conducted promptly, assuring maximum confidentiality consistent with the principles of due process and fundamental fairness.
The complainant may also elect any of several internal procedures.
The complainant may seek an informal resolution by:
- where possible and comfortable, informing the offending person of perception of their words, actions, and/or behaviors;
- consulting with administrators who oversee the respondent;
- initiating formal procedures through the Human Resources Department.
The complainant may file a formal complaint by contacting the Human Resources Director. All allegations of harassment will be immediately investigated. The Human Resources Director will begin an investigation based on the information from the complainant, other parties involved, witness interviews, and all relevant and supporting documentation.The complainant may file a formal complaint by contacting the Human Resources Director. All allegations of harassment will be immediately investigated. The Human Resources Director will begin an investigation based on the information from the complainant, other parties involved, witness interviews, and all relevant and supporting documentation.
Appropriate Response/Disciplinary Action
If it is determined that an employee has been engaged in inappropriate conduct, appropriate action will be taken immediately, using the University's established procedures, to fulfill its obligations under the law to promote a workplace that is free of sexual harassment. Such action may range from counseling to termination of employment, and may include other forms of disciplinary action as appropriate under the University's procedures.
Website Address for this Policy
For additional information for faculty and staff, including filing a complaint, please contact the Human Resources Office at email@example.com, or (509) 865-8617
For additional information for students, including filing a complaint, please contact Dean of Students/VP of Student Affairs.
The Equal Employment Opportunity Commission’s definition, adopted by Heritage University, states that unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
- submission to such conduct is made explicitly or implicitly a term or condition of an individual’s employment or academic standing; or
- submission to or rejection of such conduct by an individual is used as a basis for employment or academic decisions affecting an individual; or
- such conduct unreasonably interferes with an individual’s work or academic performance or creates an intimidating, hostile or offensive working or academic environment.
Related Policies and Resources
Equal Employment Opportunity/Affirmative Action Policy
Approved on 01/24/2012