SOCIAL JUSTICE: DISCRIMINATION, HARASSMENT, SEXUAL MISCONDUCT, STALKING, RETALIATION, CONSENSUAL RELATIONSHIPS, AND REASONABLE ACCOMMODATIONS
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- Siw Jensen
- 5 år siden
- Visninger:
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1 GLENVILLESTATECOLLEGEPOLICIES ADMINISTRATIVEPOLICY6A SOCIAL JUSTICE: DISCRIMINATION, HARASSMENT, SEXUAL MISCONDUCT, STALKING, RETALIATION, CONSENSUALRELATIONSHIPS,ANDREASONABLEACCOMMODATIONS 6A.1. General Scope.Thispolicyaddressesdiscriminationandharassment AuthorityWVCode 18B16, 18B2A4.AuthorityW.Va.Code 18B16;Discriminationand harassmentofcertainprotectedclassesisprohibitedby:(a)westvirginiahumanrightsactof1967;(b) TitleIXoftheCivilRightsActof1972;(c)EqualEmploymentOpportunityCommissioninterpretative guidelinesissuedinmarch,1980;(d)titlesviandviiofthecivilrightsactof1964;(e)vietnamera Veterans Readjustment Act; (f) Sections 503 and 504 of the Rehabilitation Act; (g) Executive Order 11246;(h)ImmigrationReformandControlActof1986;(i)EqualPayAct;(j)AgeDiscriminationAct;(k) Americans with Disabilities Act;(l) Disabled Veterans Act; and (m) the Genetic Information NondiscriminationActof EffectiveDateApril8, Revision and Renaming of Former Rule. Revises and replaces Glenville State College AdministrativePolicy13[2011]. 6A.2. Policy GlenvilleStateCollegeiscommittedtoprovidinganenvironmentthatemphasizesthedignityandworth ofeverymemberofitscommunityandthatisfreefromharassmentanddiscriminationbasedupon race,color,religion,nationalorigin,creed,serviceintheuniformedservices(asdefinedinstateand federallaw),veteranstatus,sex,age,politicalideas,maritalorfamilystatus,pregnancy,physicalor mentaldisability,geneticinformation,genderidentity,genderexpression,orsexualorientation.such anenvironmentisnecessarytoahealthylearning,working,andlivingatmospherebecause discriminationandharassmentunderminehumandignityandthepositiveconnectionamongallpeople atourcollege.actsofdiscrimination,harassment,sexualharassment,stalking,andretaliationwillbe addressedconsistentwiththispolicy. Consistentwithstateandfederallaw,reasonableaccommodationwillbeprovidedtopersonswith disabilities. ItisimportantthatmembersoftheCollegecommunityunderstandthatthelawdoesnotjustprohibit discriminationandharassmentofemployeesbyemployers.thelawalsoprohibitsdiscriminationand harassmentbetweenmembersofthecollegecommunitymoregenerally:forexample,betweenan instructorandastudent,betweentwostudents,orbetweenastudentandanapplicantorcampus guest.thepolicyappliesinallcollegeprogramsandactivities,including,butnotlimitedto, discriminationinathletics,instruction,grading,collegehousing,andcollegeemployment.inaddition, thelawprohibitsretaliationagainstanindividualforopposinganypracticesprohibitedunderthispolicy, forbringingacomplaintofdiscriminationorharassment,forassistingsomeonewithsuchacomplaint, forattemptingtostopsuchdiscriminationorharassment,orforparticipatinginanymannerinan 1
2 investigationorresolutionofacomplaintofdiscriminationorharassment.itiscentraltothevaluesof thiscollegethatanyindividualwhobelievestheymayhavebeenthetargetofunlawfuldiscrimination orharassmentfeelfreetoreporttheirconcernsforappropriateinvestigationandresponse,without fearofretaliationorretribution. ThispolicyshallnotbeconstruedorappliedtorestrictacademicfreedomatGlenvilleStateCollege,nor shallitbeconstruedtorestrictconstitutionallyprotectedexpression,eventhoughsuchexpressionmay beoffensive,unpleasant,orevenhateful. Allcomplaintsoranyconcernsaboutconductthatmayviolatethispolicyandretaliationshouldbefiled withthetitleix/affirmativeaction/equalopportunity/adacoordinator[hereinafter TitleIX Coordinator ]: TitleIX/AffirmativeAction/EqualOpportunity/ADACoordinator OfficeofHumanResources GlenvilleStateCollege 200HighStreet Glenville,WestVirginia Uponreceivingacomplaint,theTitleIXCoordinatorwillfollowtheproceduresdescribedin thediscriminationgrievanceprocedures. ImportantNote!Pleasedonotwaittoreportconductofconcernuntilharassmentbecomessufficiently serious(i.e.,severe,pervasive,orpersistent)tocreateahostileenvironment.thetitleixcoordinator, designees,andothercollegeofficialscantakeproactivestepstopreventharassmentfromcontinuing andperhapsescalatingandtoprotectorotherwiseassistthepersonharassed.forexample,thecollege canarrangefornocontactorders,counselingandchangesinclassschedules,livingarrangements,class requirements,andtestingschedulesasneeded.thetitleixcoordinatoranddesigneescanalsoprovide expertiseandadvicetohelpidentifyconductthatmightbeawarningsignoforconstitutesexual harassmentorhostileenvironmentharassmentprohibitedbythispolicyandaddressanyconcernsor complaintsappropriately. 6A.3. Definitions 3.1. Bullying meansrepeatedand/orsevereaggressivebehaviorlikelytointimidateorintentionally hurt,controlordiminishanotherperson,physicallyormentallyonthebasisofactualorperceived membershipinaprotectedcategory.bullyingincludesanyonlinepostingsorotherelectronic communicationcommonlyreferredtoascyberbullying,cyberstalking,cyberharassment,etc.,occurring withinglenvillestatecollege scontrol(e.g.glenvillestatecollege snetworks,websitesorbetween GlenvilleStateCollege accounts).Anyonlinepostingsorotherelectroniccommunication, includingcyberbullying,cyberstalking,cyberharassment,etc.,occurringoutsideofglenvillestate College scontrolwillbeinvestigatedwhenthoseonlinebehaviorscanbeshowntocauseasubstantial oncampusdisruption Consent meansknowing,voluntaryandclearpermissionbywordoraction,toengageinmutually agreeduponsexualactivity.consentcannotbegainedbyintimidationorforce,byignoringoractingin 2
3 spiteoftheobjectionsofanother,orbytakingadvantageoftheincapacitationofanother,wherethe accusedstudentknowsorreasonablyshouldhaveknownofsuchincapacitation Sinceindividualsmayexperiencethesameinteractionindifferentways,itistheresponsibilityofeach partytomakecertainthattheotherhasconsentedbeforeengaginginthesexualactivity.forconsentto bevalid,theremustbeaclearexpressioninwordsoractionsthattheotherindividualconsentedtothat specificsexualactivity. Apersoncannotconsentifheorsheisunabletounderstandwhatishappeningorisdisoriented, helpless,asleep,orunconsciousforanyreason,includingduetoalcoholorotherdrugs.anindividual whoengagesinsexualactivitywhentheindividualknows,orshouldknow,thattheotherpersonis physicallyormentallyincapacitatedhasviolatedthispolicy.itisnotanexcusethattheindividual initiatingorfurtheringthesexualmisconductwasintoxicatedand,therefore,didnotrealizethe incapacityoftheother. Thispolicyalsocoversapersonwhoseincapacityresultsfrommentaldisability,involuntaryphysical restraint,and/orfromthetakingofincapacitatingdrugs.consenttosomesexualcontact,suchas kissingorfondling,cannotbepresumedtobeconsentforothersexualactivity,suchasintercourse.a currentorpreviousdatingrelationshipisnotsufficienttoconstituteconsent.theexistenceofconsentis basedonthetotalityofthecircumstances,includingthecontextinwhichtheallegedincidentoccurred andanysimilarpreviouspatternsthatmaybeevidenced.silenceortheabsenceofresistancealoneis notconsent. Apersoncanwithdrawconsentatanytimeduringsexualactivitybyexpressinginwordsoractionsthat heorshenolongerwantstheacttocontinue,and,ifthathappens,theotherpersonmuststop immediately. IntheStateofWestVirginia,anyoneundertheageofsixteencannotconsenttosexualcontact.Thus, sexualcontactorsexualexploitationbyanadultwith/ofapersonyoungerthan16yearsoldarecrimes aswellasviolationsofthispolicy,eveniftheindividualundertheageof16wantedtoengageineither Discrimination meansactionsthatdepriveothersofeducationaloremploymentaccess,benefits oropportunitiesonthebasisoftheiractualorperceivedmembershipinaprotectedcategory RelationshipViolence/DomesticViolence isapatternofabusivebehaviorthatisusedbyan intimatepartnertogainormaintainpowerandcontrolovertheotherintimatepartner.domestic violencecanbyphysical,sexual,emotional,economic,orpsychologicalactionsorthreatsofactionsthat influenceanotherperson.thisincludesanybehaviorsthatintimidate,manipulate,humiliate,isolate, frighten,terrorize,coerce,threaten,blame,hurt,injure,orwoundsomeoneandcaninvolvethe following: Batteringthatcausesbodilyinjury; Purposelyorknowinglycausingreasonableapprehensionofbodilyinjury; Emotionalabusecreatingapprehensionofbodilyinjuryorpropertydamage; Repeatedtelephonic,electronic,orotherformsofcommunication anonymously ordirectlymadewiththeintenttointimidate,terrify,harass,orthreaten; 3.5. DatingViolence iscommittedbyapersonwhoisorhasbeeninasocialrelationshipofaromantic orintimatenaturewiththevictim;andwheretheexistenceofsucharelationshipshallbedetermined basedonaconsiderationofthefollowingfactors: 3
4 Thelengthoftherelationship; Thetypeofrelationship;and Thefrequencyofinteractionbetweenthepersonsinvolvedintherelationship 3.6. EEO/Equity/AA/ADA/504Coordinator meansthechiefhumanresourcesofficer,whoservesas theequalemploymentopportunity/equity/affirmativeactioncoordinatorandtheamericanswith DisabilitiesAct/504CoordinatorandoverseesimplementationofGlenvilleStateCollege saffirmative ActionandEqualOpportunityplan,disabilitycompliance,andGlenvilleStateCollege spolicyon discriminationandharassment Hazing meansactslikelytocausephysicalorpsychologicalharmorsocialostracismtoanyperson withintheglenvillestatecollegecommunity,whenrelatedtotheadmission,initiation,pledging, joining,oranyothergroupaffiliationactivityonthebasisofactualorperceivedmembershipina ProtectedCategory HostileEnvironment basedonrace,color,religion,nationalorigin,creed,serviceintheuniformed services,veteranstatus,sex,age,politicalideas,maritalorfamilystatus,pregnancy,physicalormental disability,geneticinformation,genderidentity,genderexpression,orsexualorientationexistswhen: Theharassmentissufficientlyserious(i.e.,severe,pervasive,orpersistent)and objectivelyoffensivesoastodenyorlimitaperson sabilitytoparticipateinorbenefitfromthe College sprograms,services,opportunities,oractivities;or Conducthasthepurposeoreffectofunreasonablyinterferingwithanindividual s employment. Harassmentthatcreatesahostileenvironment( hostileenvironmentharassment )violatesthispolicy. Ahostileenvironmentcanbecreatedbyanyoneinvolvedinacollegeprogramoractivity(e.g., administrators,facultymembers,coaches,students,andevencampusguests).mereoffensivenessis notenoughtocreateahostileenvironment.althoughrepeatedincidentsincreasethelikelihoodthat harassmenthascreatedahostileenvironment,aseriousincident,suchasasexualassault,evenif isolated,canbesufficient. Indeterminingwhetherharassmenthascreatedahostileenvironment,considerationwillbemadenot onlyastowhethertheconductwasunwelcometothepersonwhofeelsharassed,butalsowhethera reasonablepersoninasimilarsituationwouldhaveperceivedtheconductasobjectivelyoffensive. Also,thefollowingfactorswillbeconsidered: Thedegreetowhichtheconductaffectedoneormorestudents educationorindividual s employment; Thenature,scope,frequency,duration,andlocationofincidentorincidents; Theidentity,number,andrelationshipsofpersonsinvolved; Thenatureofhighereducation Intimidation and intimidate meanimpliedthreatsoractsthatcauseanunreasonablefearof harminanotheronthebasisofactualorperceivedmembershipinaprotectedcategory.
5 3.10. NonConsensualSexualContact meansanyintentionalsexualtouching,howeverslight,withany objectorbodypart,byapersonuponanotherperson,thatiswithoutconsentand/orbyforce NonConsensualSexualIntercourse meansanysexualpenetrationorintercourse(anal,oralor vaginal),howeverslight,withanyobjectorbodypart,byapersonuponanotherperson,thatiswithout consentand/orbyforce.nonconsensualsexualintercoursemaycommonlybereferredtoasrape and/ororsexualassault ProtectedCategory meansacategoryunderwhichanindividualfallsorisperceivedtofallthatis protectedunderfederal,state,orlocalantidiscriminationlaws,includingrace,color,religion,sex (includingpregnancy),sexualorientation,nationalorigin,age,maritalstatus,veteranormilitarystatus, disability,orgeneticinformation Retaliation includesintimidation,threats,harassment,andotheradverseactionthreatenedor takenagainstanyindividualreportinganincidentorparticipatinginthehearingorinvestigationprocess, including providing information as a witness, of a complaint filed pursuant to this policy. Retaliation shouldbereportedpromptlytothetitleixcoordinator SexualExploitation meansasituationinwhichapersontakesnonconsensualorabusivesexual advantageofanother,andsituationsinwhichtheconductdoesnotfallwithinthedefinitionsofsexual Harassment,NonConsensualSexualIntercourse,orNonConsensualSexualContact.Thetermincludes, butisnotlimitedto,thefollowingsituations: Takingpicturesorvideooraudiorecordinganotherinasexualact,orinanyother privateactivitywithouttheconsentofallinvolvedintheactivity,orexceedingtheboundariesof consent,suchasallowinganotherpersontohideinaclosetandobservesexualactivity,or disseminatingsexualpictureswithoutthephotographedperson sconsent; Nonconsensualdistributionofphotos,otherimages,orinformationofanindividual s sexualactivity,intimatebodyparts,ornakedness,withtheintenttoorhavingtheeffectof embarrassinganindividualwhoisthesubjectofsuchimagesorinformation; Prostitutinganotherperson; Engaginginsexualactivitywithanotherpersonwhileknowinglyinfectedwithhuman immunodeficiencyvirus(hiv)orothersexuallytransmitteddisease(std)andwithoutinforming theotherpersonoftheinfection;and Administeringalcoholordrugs(suchasdaterapedrugs)toanotherpersonwithouthis orherknowledgeorconsentforthepurposeofengaginginsexuallyrelatedactivitywiththat person Sexualvoyeurism,suchaswatchingapersonundressing,usingthebathroomor engaginginsexualactswithouttheconsentofthepersonobserved; Usingintimidationtoforceotherstoengageinactsofsexualmisconduct. 5
6 3.15.Harassmentanddiscriminationareintendedtobedefinedconsistentwithguidelinesestablished bytheunitedstatesequalopportunitycommission,thewestvirginiahumanrightscommissionand theunitedstatesdepartmentofeducation. Harassmentisgenerallydefinedasunwantedphysical,verbal,orwrittenconductrelatingtoaperson's protectedstatus,includingrace,nationalorigin,gender,sexualorientation,age,religiouscreed, disability,medicalcondition,orotherstatusprotectedbylaw,andwhichresultsinoneormoreofthe following: Thecreationofintimidating,hostile,oroffensiveworking,living,oracademic environment;or Substantialorunreasonableinterferencewithanindividual'swork,living,oracademic performances;or Thedevelopmentofanadverseeffectonanindividual'semploymentoracademic opportunities Unjustifiedinequitabletreatmentthatresultsintheaboveconsequencesalsoqualifiesas harassment.thisinequitabletreatmentmaymanifestitselfinanumberofwaysincludingbut notlimitedtotheprovisionofdifferentialhelptostudents,arbitrarilydenyingrequestsfor services,andotherwiseindirectlycreatingahostileenvironment Harassmentis covered under this policy if it is based upon an individual s race, color, religion, nationalorigin,creed,serviceintheuniformedservices(asdefinedinstateandfederallaw),veteran status,sex,age,politicalideas,maritalorfamilystatus,pregnancy,physicalormentaldisability,genetic information, gender identity, gender expression, or sexual orientation. Harassing conduct may take variousforms,including,namecalling,graphicorwrittenstatements(includingtheuseofcellphonesor theinternet),orotherconductthatmaybephysicallythreatening,harmful,orhumiliating.harassment doesnothavetoincludeintenttoharm,bedirectedataspecifictarget,orinvolverepeatedincidents. Sexbasedharassmentincludessexualharassmentasdefinedbythispolicy,andnonsexualharassment basedonstereotypicalnotionsofwhatisfemale/femininev.male/masculineorafailuretoconformto those gender stereotypes. Harassment violates this policy when it creates a hostile environment, as definedinbythispolicy SexualHarassmentcanincludeunwelcome:sexualadvances,requestsforsexualfavors,orother verbalorphysicalconductofasexualnature,includingsexualassault.sexualharassment,caninvolve personsofthesameoroppositesex.consistentwiththelaw,thispolicyprohibitstwotypesofsexual harassment: TangibleEmploymentorEducationalAction.Thistypeofsexualharassmentoccurswhen the terms or conditions of employment, educational benefits, academic grades or opportunities, living environment or participation in a College activity is conditioned upon, either explicitly or implicitly, submission to or rejection of unwelcome sexual advances or requestsforsexualfavors,orsuchsubmissionorrejectionisafactorindecisionsaffectingthat individual semployment,education,livingenvironment,orparticipationinacollegeprogramor activity. Generally, perpetrators will be agents or employees with some authority from the College. 6
7 Sexualharassmentthatcreatesahostileenvironmentasdefinedbythispolicy SexualMisconduct meanssexualharassment,asdefinedbythispolicy,nonconsensualsexual Intercourse;NonConsensualSexualContact;SexualExploitationandRelationshipViolence.Actsof sexualmisconductmaybecommittedagainstapersonregardlessofthesex,gender,sexualorientation and/orgenderidentityofthoseinvolved SexualPenetration meansvaginaloranalpenetrationbyapenis,tongue,fingerorobject,ororal copulationbymouthtogenitalcontactorgenitaltomouthcontact SexualTouching meansanybodilycontactwiththebreasts,groin,genitals,mouthorother bodilyorificeofanotherindividual,oranyotherbodilycontactinasexualmanner Stalking meansacourseofconduct(i.e.,repetitiveand/ormenacingpursuit,following, harassmentand/orinterferencewiththepeaceand/orsafetyofanother)directedataspecificperson thatisunwelcomeandwouldcauseareasonablepersontofeelfear.stalkingdoesnothavetobebased onaprotectedclasstobecoveredbythispolicy Incapacitation meansthephysicaland/ormentalinabilitytomakeinformed,rationaljudgments. Statesofincapacitationinclude,withoutlimitation,sleep,blackouts,andflashbacks.Wherealcohol(or otherdrug)isinvolved,onedoesnothavetobeintoxicated,drunkorhightobeconsidered incapacitated.rather,incapacitationisdeterminedbyhowthealcoholconsumedimpactsaperson's decisionmakingcapacity,awarenessofconsequences,andabilitytomakeinformedjudgments. 1 The questioniswhethertheaccusedstudentknew,orasober,reasonablepersoninthepositionofthe accusedstudentshouldhaveknown,thatthecomplainantwasincapacitated.becauseincapacitation maybedifficulttodiscern,youarestronglyencouragedtoerronthesideofcaution;i.e.,whenin doubt,assumethatanotherpersonisincapacitatedandthereforeunabletogiveeffectiveconsent. 6A.4. ProhibitedConduct Discrimination,harassment,creatingahostileworkenvironment,bullying,sexualmisconduct,including sexualharassmentandhazingthatareallbaseduponaprotectedclassareprohibitedbythispolicy. Retaliationasdefinedinthispolicyisalsoprohibitedbythispolicy. Knowingly providing false information in either a complaint, during the investigation of a complaint, disciplinaryproceedingorhearingbyanyoneisalsoprohibitedandisconsideredmisconductsubjectto disciplinaryaction uptoandincluding academic/employmentsuspension,expulsionandemployment termination. 6A.5. ApplicationofThisPolicytoOffCampusConduct 5.1.Thispolicyappliestobehaviorsthattakeplaceonthecampus,atschool/collegesponsoredevents andmayalsoapplyoffcampusoroutsideofschoolwhentheadministrationdeterminesinits discretionthattheoffcampusoroutsideofschoolconductaffectsasubstantialschool/university interest.asubstantialschool/collegeinterestincludesbutisnotlimitedto: 1 JSokolow,BrettA.,Lewis,W.Scott,Schuster,SaundraK.,NCHERMII/SmilleonResponding10Campus SexualMisconduct.2010,p.49. 7
8 5.1.1.Anyactionthatcouldconstituteacriminaloffenseasdefinedbyfederalorstatelawevenifno lawenforcementinvestigationhasbeeninitiated.thisincludesbutisnotlimitedto:allegationsof singleorrepeatviolationsofanylocal,stateorfederallawinthemunicipality/city/townwherethe school/universityislocated; Anysituationthatsignificantlydisruptstherights,propertyorachievementsofselforothersor significantlybreachesthepeaceand/orcausessocialdisorder;and/or Anysituationwhereitappearsthatthestudentmaypresentadangerorthreattothehealthor safetyofhim/herselforothers.(source:atixa/pennstateuniversity) 6A.6. MandatoryEmployeeReportingofSexbasedDiscrimination,SexualHarassmentandSexual MisconductInvolvingStudentsandIndividualsUndertheAgeof16 WestVirginiaLaw(WVCode496A2)mandatesthatanypersonovertheageofeighteenwhoreceives adisclosurefromacrediblewitnessorobservesanysexualabuseorsexualassaultofachild,shall immediatelyandnotmorethanfortyeighthours,reportthecircumstancesorcauseareporttobe madetothedepartmentandthestatepoliceorotherlawenforcementagencyhavingjurisdictionto investigatethereport.ifthereporterfeelsthatreportingtheallegedsexualabusewillexpose themselves,thechild,thereporter schildrenorotherchildreninthesubjectshouseholdtoanincreased threatofseriousbodilyinjury,theindividualmaydelaymakingthereportwhileheorsheundertakes measurestoremovethemselvesortheaffectedchildrenfromtheperceivedthreatofadditionalharm. Theindividualmustmakethereportassoonaspracticalafterthethreatofharmhasbeenreduced.The lawenforcementagencythatreceivesareportregardingsexualabusemustreporttheallegationstothe WestVirginiaDepartmentofHealthandHumanResources. WestVirginiaLawalsomandatesthatinanycasewhereamandatedreporterbelievesthatthechild sufferedseriousphysicalabuse,thereportershallalsoimmediatelyreport,orcauseareporttobe made,tothestatepoliceandanylawenforcementagencyhavingjurisdictiontoinvestigatethe complaint. Inadditiontotheaboverequirements,inordertoenabletheCollegetorespondeffectivelyandtostop instancesofsexbaseddiscrimination,sexualharassmentandsexualmisconductinvolvingstudentsor individualsundertheageof16,atthecollegeproactively,allcollegeemployeesmust,within24hours ofreceivingtheinformation,reportinformationtheyhaveaboutallegedorpossiblesexbased discrimination,sexualharassment,andsexualmisconductinvolvingstudentsorindividualsunderthe ageof18tothetitleixcoordinatorandreportittolocallawenforcement.employeeswhoare statutorilyprohibitedfromreportingsuchinformationareexemptfromthesereportingrequirements, includinglicensedhealthcareprofessionals.pleasenotethatthispolicydoesnotreachcurriculumorin anywayprohibitorabridgetheuseofparticulartextbooksorcurricularmaterials. Uponreceivingareportofallegedorpossiblesexbaseddiscrimination,sexualharassment,orsexual misconduct,thetitleixcoordinatorwillevaluatetheinformationreceivedanddeterminewhatfurther actionsshouldbetaken.thetitleixcoordinatorwillfollowtheproceduresdescribedin thediscriminationgrievanceproceduresthetitleixcoordinatorwilltakesteps,eitherdirectlywiththe complainantorthroughareportingemployee,toprovideinformationaboutthecollege s DiscriminationGrievanceProcedures,aswellasavailablehealthandadvocacyresourcesandoptionsfor criminalreporting. 8
9 6A.7. SanctionsandCorrectiveAction Violations of this policy will be addressed through thediscrimination Grievance Procedures. Consequencesforviolatingthispolicywilldependuponthefactsandcircumstancesofeachparticular situation.sanctionsandcorrectiveactioncouldinclude:arequirementnottorepeatorcontinuethe discriminatory,harassing,orretaliatoryconduct,areprimand,anocontactorder,denialofameritpay increase,reassignment,academicoremploymentsuspension,expulsion,employmentterminationand revocationofcomputeruseprivileges.theseverityofsanctionsorcorrectiveactionwilldependonthe frequency and severity of the offense and any history of past discriminatory, harassing or retaliatory conduct. A finding of discrimination or harassment that creates a hostile environment or results in a tangibleemploymentoreducationalaction,orsexualmisconductmaybecausefordisciplinaryaction, up to and including the discharge of employees and the expulsion of students, in accordance with applicable College procedures and collective bargaining agreements. The College may also take appropriateactionifitdoesnotfinddiscriminationorharassmentthatcreatesahostileenvironmentor resultsinatangibleemploymentoreducationalaction,but(a)thecollegefoundthattherespondent engagedindisruptivebehavioror(b)topreventthecreationofahostileenvironment.theemployment of any employee, including but not limited to, classified employees, tenured faculty members and tenuretrackfacultymembers,maybeterminatedwithoutprogressivedisciplineforviolationsofthis policy depending upon the totality of the circumstances. Other reasons for termination without progressive discipline are set forth in College and HEPC rules and/or in employee handbooks if applicable.theemploymentstatusofwillandpleasureemployeesisinnowayalteredbythisprovision. 6A.8. AmnestyforDrugorAlcoholPossessionandConsumptionViolations TheCollegestronglyencouragesstudentstoreportinstancesofsexbaseddiscrimination,sexual harassment,andsexualmisconductinvolvingstudents.therefore,studentswhoreportinformation aboutsexbaseddiscrimination,sexualharassment,orsexualmisconductinvolvingstudentswillnotbe disciplinedbythecollegeforanyviolationofthecollege sdrugoralcoholpossessionorconsumption policiesinwhichtheymighthaveengagedinconnectionwiththereportedincident. 6A.9. FreeSpeechandAcademicFreedom GlenvilleStateCollegehasalongtraditionof,andadeepcommitmentto,academicfreedom.The welfareandstrengthofthecollegeandofsocietyatlargedependupontheabilitytoengageinfree expressioninthesearchformeaning.tothisend,glenvillestatecollegerecognizesandprotectsfull freedomofinquiry,teaching,research,discussion,study,publication,andforartists,thecreationand exhibitionofworksofart,withouthindrance,restriction,equivocation,orreprisal.thisrightextendsto otherfacetsofcampuslifetoincludetherightofafacultymemberorstudenttospeakongeneral educationalquestionsorabouttheadministrationandoperationofhis/herowninstitution. Constitutionallyprotectedspeechandtraditionalnotionsofacademicfreedomarevaluedinhigher education.theseidealshelptocreatethestimulatingandchallenginglearningenvironmentthatshould characterizehighereducation.inthespiritofatruecollegeenvironment,individualsareencouragedto invite,ratherthaninhibit,discourseonideas.inaddressingallcomplaintsandreportsunderthispolicy, thecollegewilltakeallpermissibleactionstoensurethesafetyofstudentsandemployeeswhile complyingwithfreespeechrequirementsforstudentsandemployees.whilethecollegewillvigilantly protectstudents andemployees rightsagainstsexdiscriminationunderthispolicy,thispolicydoesnot applytocurriculumorinanywayprohibitorabridgetheuseofparticulartextbooksorcurricular materials. 9
10 6A.10. ConsensualRelationships 10.1.Thereareinherentrisksinanyromanticorintimaterelationshipbetweenindividualsinunequal positions.thus,exceptasotherwiseprovidedinsection10.2,anyromanticorintimaterelationshipsin which power differentials are inherent are prohibited, which include, but are not limited to, the following: Relationshipsbetweenstudentsorapplicantsforadmissionandadministrators,faculty, coachesoranycollegeemployeewhereadirectpowerdifferentialexistsbetweenthestudent orapplicantforadmissionandtheemployee; RelationshipsbetweenaCollegeemployeeholdingadirectorindirectsupervisory and/orevaluativeroleovertheotherpersonintherelationship;or Anyotherromanticorintimaterelationshipbetweenstudentsorapplicantsfor admissionandemployeesorbetweenemployeeswhereanyemploymentrelatedpower differentialexistsbetweenthepersonsintherelationship NotwithstandingtheprohibitionsinSection10.1,anyromanticorintimaterelationshipprohibited insection10.1thatexistspriortothecreationofapowerdifferentialbetweentheindividualsinvolved intheromanticorintimaterelationshipshallnotviolatethispolicyif:(i)theindividualsinthe relationshipreporttheexistenceoftherelationshipasrequiredinsection10.4beforethepower differentialiscreatedand(ii)theindividualsconsenttotheremovalofanypotentialpowerdifferential thatcouldexist,whichmayrequireappropriateadministrativeaction,includingbutnotlimitedto, shiftingorotherwiserelocatinganemployeewithinaseparatedepartmentorreportingcapacityfrom theotherindividualinvolvedintherelationshiportheshiftingofgradingorotherdecisionmaking responsibilitiesofafacultymemberwhichaffectaparticularstudentinthecaseofapreexisting relationshipwiththatstudent Issuesmayalsoariseintheeducationalsettingorworkplacefromromanticorintimate relationshipsbetweenstudentsorapplicantsforadmissionandcollegeemployeesorbetweencollege employeeswhereadirectorindirectsupervisoryand/orevaluativeroleorotherpowerdifferentialdoes notexistbetweenthepersonsintherelationship.thus,whilenotprohibited,suchrelationshipsare highlydiscouraged IfarelationshipdevelopsthatfallsunderSections10.2or10.3,theemployee(s)involvedinthe relationshipmusttimelyreporttheexistenceandtermination,ifany,ofsuchrelationshiptothetitleix Coordinator OncearelationshipisreportedunderSection10.4,theTitleIXCoordinatorshallinformthe personsinvolvedintherelationshipofthecollege sstandardsconcerningconsensualrelationships,may setparameterswhilethepersonsareoncampus,andmaytakeotherstepsasappropriate PersonswhoengageinanyrelationshipprohibitedbySection13.1orwhoengageinany relationshiplistedinsections13.2and13.3andwhofailtotimelyreportshallbesubjectto administrativeaction,uptoandincludingterminationofemploymentordismissalfromthecollege,as applicable. 10
11 6A.11.RelationtoBoardofGovernorsPolicy36,StudentRightsandResponsibilities AlthoughconductthatisprohibitedbythispolicyisalsoprohibitedbySection5.6ofPolicy36,the procedureforthefilingandinvestigationofcomplaintsfiledagainststudentsareaddressedbythis Policy'sGrievanceProcedures,notbytheproceduresestablishedpursuanttoSections4.6and6.3of Policy36. 6A.12. ExternalComplaints IfyoufiledacomplaintwiththeTitleIXCoordinatorandbelievetheCollege sresponsewasinadequate, oryouotherwisebelieveyouhavebeendiscriminatedagainstbythecollegeonthebasisofrace,color, geneticinformation,veteran sstatus,nationalorigin,sex,includingsexualharassment,disability,age, orretaliation,youmayatanytimefileacomplaintwiththefollowing: OfficeofCivilRights U.S.DepartmentofEducation 100PennSquareEast,Suite515 Philadelphia,PA Telephone: FAX: ; TDD: Website: UnitedStatesEqualEmploymentOpportunityCommission 801MarketStreet,Suite1300 Philadelphia,PA Telephone: Fax: TTY: Website: AdditionalinformationaboutStateantidiscrimination/harassmentandretaliationlawsandcomplaint proceduresisavailablefrom: TheWestVirginiaHumanRightsCommission 1321PlazaEast Room108A Charleston,WV25301 Telephone: TollFree: FAX: Website: WestVirginiaPublicEmployeesGrievanceBoard 1596KanawhaBlvd.,East Charleston,WV Telephone: (304) TollFree:
12 Facsimile: (304) Website: 6A.13. AccommodationofDisabilities 13.1.GlenvilleStateCollegeiscommittedtocompliancewiththeAmericansWith DisabilitiesAct of1990( ADA )andsection504oftherehabilitationactof1973,whichprohibitdiscriminationagainst qualifiedpersonswithdisabilities,aswellasotherfederalandstatelawspertainingtoindividualswith disabilities.undertheadaanditsamendments,apersonhasadisabilityifheorshehasaphysicalor mentalimpairmentthatsubstantiallylimitsamajorlifeactivity.theadaalsoprotectsindividualswho havearecordofasubstantiallylimitingimpairmentorwhoareregardedasdisabledbythecollege whetherqualifiedornot.asubstantialimpairmentisonethatsignificantlylimitsorrestrictsamajorlife activitysuchashearing,seeing,speaking,breathing,performingmanualtasks,walking,orcaringfor oneself.allreasonableaccommodationdecisionsaremadebythecollege TheEEO/Equity/AA/ADA/504Coordinatorisresponsibleforcoordinatingeffortstocomplywith thedisabilitylawssetforthinsection10.1,includinginvestigationofanyemployeeorstudentcomplaint allegingnoncompliancefiledinaccordancewiththediscriminationgrievanceprocedures StudentswithDisabilities PursuanttotheADA,GlenvilleStateCollegewillprovide reasonableaccommodations andsupporttoallotherwisequalifiedstudentsthathaveaqualifyingdisabilitytoensureequal accesstotheprogramsandactivitiesofthecollege StudentsarerequiredtoselfidentifywithDisabilityServices.Allaccommodationsare madeonacasebycasebasisbythedisabilityservices.disabililtyserviceswillreview documentationprovidedbythestudentandotherappropriateresourcesincludingbutnot limitedtothecourseinstructor,todeterminewhichaccommodation,ifany,isappropriateto thestudent sparticularneedsandprograms Studentsrequestingaccommodationmayberequiredtoprovidecertificationfromthe student shealthcareproviderthatincludes:(1)identificationofthehealthcareprovider;(2) thehealthcareprovider sdiagnosisofthedisablingcondition;(3)specificlimitationsand/or suggestedrestrictionsandtheirrelationtothedisabilityandcourseofstudent;and(4) suggestedaccommodations EmployeeswithDisabilities PursuanttotheADA,GlenvilleStateCollegewillprovidereasonableaccommodationsto allqualifiedemployeeswithknowndisabilities,wheretheirdisabilityaffectstheperformance oftheiressentialjobfunctions,exceptwheredoingsowouldbeundulydisruptiveorwould resultinunduehardship. 12
13 Anemployeewithadisabilityisresponsibleforrequestinganaccommodationinwriting tothetitleix/affirmativeaction/equalopportunity/adacoordinator,whowillconsultwith theindividual ssupervisortoidentifywhichessentialfunctionsareaffectedbytheemployee s disabilityandwhatreasonableaccommodationscouldenabletheemployeetoperformthose duties Employeesrequestingaccommodationmayberequiredtoprovidemedicalcertification fromtheemployee shealthcareproviderthatincludes:(1)identificationofthehealthcare provider;(2)thehealthcareprovider sdiagnosisofthedisablingcondition;(3)specific limitationsand/orsuggestedrestrictionsandtheirrelationtothedisability;and(4)suggested accommodations. 6A.14. FederalTimelyWarningObligations VictimsofsexualmisconductshouldbeawarethatGlenvilleStateCollegeadministratorsmustissue timelywarningstothecollegecommunityforincidentsreportedtothemthatposeasubstantialthreat ofbodilyharmordangertomembersofthecampuscommunity.nosuchwarningwillidentifyavictim orcontaininformationthatcoulddosounlesspermittedbythevictim. 6A.15. AffirmativeActionManual GlenvilleStateCollegesubscribestotheprinciplesandregulationspertainingtoequalopportunityand affirmativeaction.incompliancewiththeseregulations,thecollegeshallmaintainanaffirmativeaction manualintheofficeofhumanresources. 6A.16Procedures ThePresidentorhis/herdesignee(s)is/areauthorizedtopromulgateadministrativeproceduresto implementthispolicyincludingbutnotlimitedtocreatingdiscriminationgrievanceproceduresand reasonableaccommodationrequestproceduresandsupplementingdefinitionsifnecessary. Approvals: President Date ChairoftheBoard Date 13
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