Policy sexual relations administration staff-Sexual and Romantic Relationship Policy

Wesleyan is an institution devoted to learning, openness, and the life of the mind; it follows that its character can be measured in part by the kind of human relationships built and sustained within this small but complex environment. The community itself will flourish only to the degree that the virtues of mutual respect, generosity, and concern for others are maintained. It is vitally important, therefore, that harassment and discrimination in all their forms not be tolerated. The Office for Equity and Inclusion serves students, faculty, administrators and staff concerning all issues of equity and opportunity as they relate to race, color, religion, national or ethnic origin, age, disability, veteran status, sexual orientation, gender, gender identity, and gender expression. Wesleyan University will not tolerate retaliation against individuals bringing a complaint or participating in an investigation.

Policy sexual relations administration staff

Policy sexual relations administration staff

Policy sexual relations administration staff

Policy sexual relations administration staff

Policy sexual relations administration staff

If an employee has a concern as to whether a relationship falls under this policy, the employee may seek confidential guidance from the Ombuds Office. Policy Rationale Any faculty, staff, or administrator who is in a romantic or sexual relationship with another member of the RIT community over whom they have Authority, because of the inherent power differential that comes with that Authority, raises Policy sexual relations administration staff ethical, administrative, and legal risks, such as sexual harassment and perceptions of favoritism and preferential treatment. Such conduct is addressed in other university policies. A faculty or staff member who fails to disclose his or her involvement in a consenting relationship with a subordinate student or employee to his or her supervisor, or Policy sexual relations administration staff fails or refuses to remove himself or herself from decisions affecting the other person will be subject to disciplinary action. Universities should make reasonable efforts to ensure that all faculty and staff members receive a copy of the Sex Discrimination, Sexual Harassment, Sexual Belladona butt man, Relationship Violence, Stalking and Retaliation policy. The University discourages such consenting relationships because the power differential creates a strong possibility that the relationship may not be truly consensual, or if consensual may not permit a later decision by the person with less power to discontinue the relationship out of concern for the possible effect on his or her employment or educational status.

Twin county junior wrestling. EQUITY COMPLIANCE

Consensual or romantic relationships involving faculty, as well as graduate Policy sexual relations administration staff assistants, are covered by Section 4. Executive Law, art. In most cases involving sexual harassment or sexual misconduct, DPS or the Syracuse Police Department conducts the investigation. Under no circumstances may a supervisor hire or approve any compensation action for any employee to whom the supervisor is related. Employees seeking emotional support may contact the University Wellness Initiativeor the Faculty and Staff Assistance Program Computing 7. In General 2. The University will make every Angelina jolies picture pregnancy to handle complaints and investigations with sensitivity to both the rights of the person who complains and the rights of the accused. The Title IX Officer is responsible for educating the University community, developing initiatives, and responding to incidents of gender inequality. This policy applies to all interactions between Syracuse University Faculty Members and other faculty, staff, graduate students, undergraduate students, and adminisrtation personnel. If the alleged harasser is an employee of the university or of an auxiliary, the employer shall investigate and implement remedies and discipline as appropriate. A false charge relarions be one in which the charging party knowingly or recklessly alleges sexual harassment for which there is no basis. In Other Contexts 5. Consensual sexual relationships between a student and an employee who is not in a position to exercise direct power or authority over that student may also be Policy sexual relations administration staff.

When a conflict of this nature occurs, the employee must disclose the relationship so that a resolution to the conflict can be sought.

  • Navigate this Section.
  • JSU promotes a culturally diverse and inclusive working and learning environment where current and prospective faculty, staff, and students are treated fairly and valued for their individuality.
  • Vanderbilt University strives to be a family-friendly workplace and is committed to maintaining an environment in which members of the University community can work together to further education, research, patient care and community service.
  • This policy highlights the risks in sexual or romantic relationships in the Stanford workplace or academic setting between individuals in inherently unequal positions; prohibits certain relationships between teachers and students; and requires recusal from supervision and evaluation and notification in other relationships.
  • The fulfillment of this mission is tied deeply to access, opportunity, and cross-institutional collaboration.

When a conflict of this nature occurs, the employee must disclose the relationship so that a resolution to the conflict can be sought. As a matter of sound judgment and professional ethics, all employees have a responsibility to avoid any apparent or actual conflict between their professional responsibilities and personal relationships with students. In such relationships, voluntary consent by the student may be suspect because of the potentially unequal nature of the relationship.

In addition, other employees or students may express concerns about undue access or advantage, favoritism, restricted opportunities, or unfavorable treatment as a result of the relationship. These concerns are damaging whether the favoritism is real or perceived. Concerns arise in cases where the relationship between the employee and the student remains amicable, as well as in cases that lead to accusations of harassment.

Actions that may influence the student include but are not limited to initiating or participating in administrative decisions or actions. Also see SPG Relevant Administrative Decisions and Actions include, but are not limited to, services such as financial aid or other sources of funding, visa related matters, matters related to health care including mental health , housing assignments, and student advising.

Relevant administrative decisions and actions also include providing access to educational activities and opportunities e. Employees may make such decisions and take such actions on or off campus, and in curricular, co-curricular, or extra-curricular activities as part of their University responsibilities. If the conflict involves the head of the administrative unit, his or her supervisor should develop the written plan.

Final approval of the plan is the responsibility of the head of the administrative unit e. Also, making alternative arrangements for decisions related to the student may have a negative impact on other employees, other students, other administrators, and the University.

Therefore, the head of the administrative unit in which the employee holds the relevant appointment has the authority to decide that no acceptable resolution of the conflict can be found. If the head of the administrative unit is part of the conflict of interest, final approval of the plan is the responsibility of his or her supervisor.

Violations of this policy will be considered misconduct on the part of an employee and will be subject to institutional sanctions up to and including termination of appointment. Standard Practice Guide Policies Search. Applies to: All Employees. Search this page Search this page. Regulations and Definitions Relevant Administrative Decisions and Actions include, but are not limited to, services such as financial aid or other sources of funding, visa related matters, matters related to health care including mental health , housing assignments, and student advising.

Existing Policies: This policy does not preempt other employment-related University policy. Confidentiality: University administrators need to respond appropriately to all potential conflicts of interest that arise under this policy. Within this context, every reasonable effort will be made to preserve confidentiality and protect the privacy of all parties in the course of investigating a potential conflict of interest or, where a conflict of interest exists, in attempting to develop an alternative plan for providing services to the student.

Sanctions Violations of this policy will be considered misconduct on the part of an employee and will be subject to institutional sanctions up to and including termination of appointment. Disclosure Requirement. The employee discloses the relationship but fails to cooperate promptly in the development of a satisfactory plan to resolve the conflict of interest see Section III.

Development and Approval of a Conflict Resolution Plan or fails to adhere to an agreed-upon plan. The employee discloses the relationship but after the head of the administrative unit determines that no satisfactory plan is possible to resolve the conflict of interest, the employee continues the relationship see Section III.

File Attachments. SPG Number. Date Issued. Next Review Date. Applies To. Primary Contact. Related Policies.

This nondiscrimination policy covers admissions, employment, and access to and treatment in University programs, services, and activities. The University prohibits discrimination and harassment based on race, color, creed, religion, sex, gender, national origin, citizenship, ethnicity, marital status, age, disability, sexual orientation, gender identity and gender expression, genetic information, veteran status, or any other status protected by applicable law to the extent prohibited by law. This will occur independent of actions by individual complainants if allegations of criminal conduct or potential criminal conduct are made. In any case, when employees are unsure about a potential conflict, they should fully disclose the circumstances in writing to their supervisor. Minors are unable to consent to any sexual activity with an adult; therefore, there is no such thing as consensual sexual activity between a minor and an adult member of the University community. The relationship puts the student in a vulnerable position and creates a problematic environment for other students who become aware of the relationship.

Policy sexual relations administration staff

Policy sexual relations administration staff

Policy sexual relations administration staff

Policy sexual relations administration staff. Policy Statement

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C Policy on Consensual Romantic or Sexual Relationships | University Policies | RIT

Wesleyan is an institution devoted to learning, openness, and the life of the mind; it follows that its character can be measured in part by the kind of human relationships built and sustained within this small but complex environment. The community itself will flourish only to the degree that the virtues of mutual respect, generosity, and concern for others are maintained.

It is vitally important, therefore, that harassment and discrimination in all their forms not be tolerated. The Office for Equity and Inclusion serves students, faculty, administrators and staff concerning all issues of equity and opportunity as they relate to race, color, religion, national or ethnic origin, age, disability, veteran status, sexual orientation, gender, gender identity, and gender expression.

Wesleyan University will not tolerate retaliation against individuals bringing a complaint or participating in an investigation. The ultimate responsibility for maintaining an environment free of discrimination, harassment, and retaliation rests with all members of the University community.

Wesleyan University is fully committed to a policy of equal opportunity throughout the University, and to this end abides by all applicable federal, state, and local laws pertaining to non-discrimination and fair employment practices. Accordingly, the University recruits, hires, trains, promotes and educates individuals without regard to race, color, religion, national or ethnic origin, age, disability, veteran status, sex, marital status, sexual orientation, gender identity or gender expression.

Wesleyan University administers all personnel action such as compensation, benefits, transfers, layoffs, return from layoffs, education, tuition assistance, and social and recreational programs without regard to race, color, religion, national or ethnic origin, age, disability, veteran status, sex, marital status, sexual orientation, gender identity or gender expression.

The Wesleyan University's affirmative action program is designed to achieve diversity among faculty, administrators and staff; to treat all appointments and promotions in a manner free from discrimination; and to correct any under-utilization of women and minorities in employment positions. Wesleyan, as an institution dedicated to excellence in liberal studies, has a responsibility to itself to seek out the most talented people and a responsibility to society to further the goal of achieving equality of opportunity.

For that reason, along with the principle of nondiscrimination, the University is committed to a program of affirmative action with regard to members of certain groups as specified by the U. Department of Labor. Wesleyan, therefore, makes concerted efforts to recruit, employ, and promote qualified members of minority groups, women, handicapped individuals who are otherwise qualified, special disabled veterans, and veterans of the Vietnam era.

The college, through its Plan of Affirmative Action, with conviction and effort, will also continue to undertake positive action for the full and fair participation of the above groups and any other protected group found to be adversely impacted by college policies or practices. Equal opportunity is defined as employment of individuals without consideration of race, color, religious creed, age, sex, marital status, sexual orientation, genetic information Section 46a a 11 of the Connecticut General Statutes , national origin, ancestry, mental retardation, past or present history of mental disability, physical disability including but not limited to blindness, learning disability , veteran status, or criminal record, unless the provisions of section 46a b , 46a b or 86a b exclude persons in one or more of the above protected groups.

Equal employment opportunity is the purpose and goal of Affirmative Action. The president of the University has ultimate responsibility for the implementation of all affirmative action laws, regulations, and guidelines. Wesleyan is an institution devoted to learning, openness, and the life of the mind. It follows that its character can be measured in part by the kind of human relationships built and sustained within this small but complex environment.

Wesleyan strives to be a community built upon mutual trust and respect for its constituent members: students, faculty, staff and those visiting or under temporary contract.

A community will flourish only to the degree that the virtues of mutual respect, generosity, and concern for others are maintained. Therefore, it is vitally important that harassment and discrimination in all their forms not be tolerated. As noted in University Policy, members of the University community have the right to a safe and welcoming campus environment. These policies and procedures apply to all University community members, and all members of the University community are responsible for being familiar with and abiding by them at all times.

All acts of sexual misconduct threaten personal safety and violate the standards of conduct -- mutual respect, generosity, and concern for others -- expected of all community members. Wesleyan University is committed to ensuring that each member of the university community has the opportunity to participate fully in the process of education and development. Wesleyan strives to maintain a safe and welcoming environment free from acts of discriminatory harassment and sexual misconduct.

However, when incidents occur, it is the University is committed to respond in a manner that provides safety, privacy and support to those affected. It is intended to protect the rights and privacy of the complainant, respondent and other involved individuals, as well as to prevent retaliation or reprisal. Individuals who violate this policy may be subject to disciplinary or other corrective action. This policy applies to anyone on the property of Wesleyan University and anyone present at Wesleyan-sponsored programs or events.

This policy extends to off-campus violations by both students and employees in limited circumstances. Where a party uses a position of authority to induce another person to enter into an amorous, sexual, or intimate relationship, the harm both to that person and to the institution is clear. As related to employees: All Wesleyan employees must be aware that relationships with subordinates or superiors are likely to lead to difficulties and have the potential to place faculty and staff at great personal and professional risk.

Amorous, sexual, or intimate relationships between supervisors and their subordinates often adversely affect decisions, distort judgment, and undermine workplace morale even for those not engaged in the relationships. Amorous, sexual or intimate relationships between employees where there is a power differential may be presumed to constitute sexual harassment as defined by The Connecticut Discriminatory Employment Practices Act Section 46a A 8 Of The Connecticut General Statutes.

All faculty and staff must be aware that amorous, sexual, or intimate relationships with students are likely to lead to difficulties and have the potential to place faculty and staff at great personal and professional risk.

In the event of a charge of Sexual Harassment arising from such circumstances, the University will in general be unsympathetic to a defense based upon consent. The University will provide assistance to those involved in a report of sexual misconduct or discriminatory harassment, including but not limited to reasonably available accommodations and modifications for academic, transportation, housing or working situations as well as honoring lawful protective or temporary restraining orders.

Those who report being subjected to sexual misconduct shall be provided information about their right to notify law enforcement and receive assistance from campus authorities in making the notification. Each process provides an equal, fair, and timely process for both complainants and respondents.

Accountability, Investigation and Resolution In determining whether alleged conduct constitutes discriminatory harassment or sexual misconduct, the University looks at the totality of circumstances including the nature of the conduct and the context in which the alleged incident s occurred.

Violations of this policy may lead to disciplinary action up to and including academic dismissal or termination of employment. The University will take immediate and appropriate corrective action based on the findings in each case as outlined in the respective handbooks:. If, however, the complaint is not resolved informally, different bodies, depending on the nature of the complaint and the position of the individual against whom a complaint has been made, may adjudicate it. In these troubling times, when campuses across the nation are grappling with institutional racism, I continually ask myself what more we can do to ensure that the lives of all of our students, and in particular our students of color, are free from discrimination that harms their experience at Wesleyan.

Our intention from the start was to expand our focus from sexual violence to encompass all discriminatory behaviors that affect members of the Wesleyan community. We hired a full-time senior Director for Equity Compliance and a part-time Dean was made full-time. Both Dean and Director serve as equity advocates and have done a great deal to support students of color and marginalized communities.

My hope is that students, faculty and staff will become more aware of this work and actively join us in these efforts. All our staffing and reorganization efforts have resulted in a strong foundation for advancing equity and inclusion goals. We will be scheduling recurring community town halls, forums, and focus groups in order to take a robust accounting of current needs as well as to tap the vast community expertise we possess in the service of creating sustainable and significant changes designed to enhance our individual and collective ability to thrive.

This Equity Next Steps webpage will be updated on a recurring basis in order to keep the campus community informed as to progress and will serve as a historical record of change efforts.

Reporting is an essential first step to get at the root causes of discriminatory behaviors that are caustic to the learning process. We currently have a draft bias protocol designed to educate the community about keywords, definitions, and expectation of process and outcomes pertinent to our anti-discrimination policies. Our Equity Compliance Office has investigated all reports of bias incidents and allegations of discriminatory behavior, and will continue to do so.

The report will detail our efforts regarding policy, education, investigations, and initiatives. This document will be available via our public website. The Dean will continue to engage with students from historically marginalized communities, with a particular mandate of increasing underrepresented and gender equity in STEM fields. I look forward to working with the entire Wesleyan community to address the damage caused by prejudice, discrimination and marginalization and to build on achievements characterized by openness, courage and perseverance.

As many of you know, my staff and I have an open door policy, and we encourage everyone to take advantage of it even as we proactively reach out to our broad and diverse community.

Outlined below is a brief review of the major pieces of legislation that govern affirmative action and equal opportunity. Please note that submissions using this form may not be reviewed outside of normal business hours. If there is an immediate risk to health or safety, please contact Wesleyan Public Safety at or dial Skip to main content.

Undergraduate Students All members of the faculty and staff are prohibited from pursuing or engaging in an amorous, sexual, or intimate relationship with any Wesleyan undergraduate, matriculated or not. Graduate Students All faculty and staff are prohibited from pursuing or engaging in an amorous, sexual, or intimate relationship with a graduate student over whom they have authority. Situations of authority include, but are not limited to: teaching; formal mentoring or advising; supervising research; employing as a research or teaching assistant; exercising substantial responsibility for grades, honors, or degrees; and involvement in disciplinary action related to the student.

Graduate Students in Positions of Authority Like faculty and staff members, graduate students may themselves be in a position of authority over other students: for example, when serving as a teaching assistant or as a research assistant who supervises other students in the research project. Any graduate student currently or previously engaged in an amorous, sexual, or intimate relationship with another student is prohibited from serving in a position of authority over that student.

Similarly, all graduate students ever engaged in an amorous, sexual, or intimate relationship with another student are prohibited from serving in a position of authority over that student.

Policy sexual relations administration staff

Policy sexual relations administration staff