Student Handbook
Harassment, Discrimination and Abuse
It is unacceptable and a violation of university policy to harass, discriminate against or abuse any person because of his or her race, color, national origin, gender, sexual orientation, disability, religion, age or any other characteristic protected by applicable law. Such behavior threatens to destroy the environment of tolerance and mutual respect that must prevail for this university to fulfill its educational and health care mission. For this reason, every incident of harassment, discrimination or abuse undermines the aspirations and attacks the ideals of our community.
Discrimination is adverse treatment of a person or group based on race, color, national origin, gender, sexual orientation, disability, religion, age or any other characteristic protected by applicable law, and not individual merit.
Abuse is defined as oral, written or physical conduct directed at a person or group based on one's race, color, national origin, gender, sexual orientation, disability, religion, age or any other characteristic protected by applicable law, where the offensive behavior is intimidating and/or demeaning. It may include verbal slurs, invectives or epithets referring to an individual's race, color, national origin, gender, sexual orientation, ability, religion or age.
Harassment differs from abuse insofar as it is repeated and persistent behavior of a similar nature. Harassment also includes unwanted physical advances or intimidations and the display of visual materials that defame, demean or humiliate (see "Sexual Harassment" for the specific sexual harassment policy).
Discrimination, abuse or harassment may also result in emotional, physical or other injury.
Standard sanctions may include university probation or suspension from the university.
Procedures for handling harassment
The existing hearing procedures for students, faculty and staff will be utilized to hear complaints dealing with discrimination, abuse and/or harassment. Please note that the University Dean of Students can only respond to situations in which a student is accused of discrimination, abuse or harassment.
When the complaint is brought against a student, the University Dean of Students will receive the complaint and initiate the hearing process.
When the complaint is brought against a faculty member, the individual must advise the Dean, or the Dean's designate where the faculty member's appointment resides or is teaching; when brought against a faculty member holding an administrative appointment (e.g., Department Chair, Assistant Dean, Associate Dean), the individual must advise the academic Dean or the Dean's designate where the faculty member's appointment resides; when brought against an Academic Dean, the individual must advise the appropriate senior academic officer or that officer's designate.
When the complaint is brought against a staff member, the department supervisor will receive the complaint. If the supervisor is involved, the complaint should be directed to that person's supervisor.
When a complaint or inquiry is initiated, it is important that matters are handled quickly and sensitively. Appropriate sectors of the campus community will be kept informed, where confidentiality permits, to ensure accurate information is disseminated appropriately. When the respondent is a student, efforts should be made to resolve the complaint on an informal basis. If those efforts are unsuccessful, an administrative interview with the complainant and the respondent should take place as soon as possible, but not longer than ten (10) business days, in the absence of good reason, from the date of the complaint.
