2006-2007 Student Handbook - University of the Incarnate Word

orientation, citizenship status, age or disability. Sexual harassment is covered specifically below bythe Sexual Harassment policy.The university will not tolerate harassment of our employees, students or job applicants that is relatedto an individual’s race, color, sex, religion, national origin, sexual orientation, citizenship status, age,or disability.For the purposes of this policy the term harassment includes, but is not necessarily limited tounwelcome slurs, jokes, comments, and other verbal, graphic or physical conduct relating to anindividual’s race, color, religion, national origin, sexual orientation, citizenship status, age ordisability.National Origin Harassment may be defined as harassment because of an individual’s or his/herancestor’s place or origin, or because an individual, is affiliated with, or has the physical, cultural orlinguistic characteristics of a national origin group.2. Harassment by Non-EmployeesIt is the policy of the university to protect employees and students from harassment by non-employees.Any employee who becomes aware of any harassment of an employee or student by a non-employeeshould report such harassment to their supervisor as provided in this policy, or to the Dean of CampusLife.3. Report All Incidents of HarassmentIf you feel that you are being harassed, have been subjected to harassment, or treated in a way thatviolates this policy you should report the harassment to the Dean of Campus Life immediately. TheDean of Campus Life is located in the Student Center. You may also report by telephone to 829-6034.The matter will be promptly investigated and, where appropriate, action will be taken. If you do notfeel that the matter can be discussed with the Dean of Campus Life, or if you are not satisfied with theway your complaint has been handled, you must contact the Vice President of Academic and StudentAffairs, Room 142 of the Administration Building or by telephone 829-6003. The person receiving thecomplaint will contact University Counsel who will determine the investigatory process.• Promptly reporting concerns about inappropriate behavior• Cooperating in an investigation of complaints of misconduct.• Promptly reporting concerns about perceived retaliation for having complained aboutharassment or having participated in an investigation.4. Consensual Relationships DiscouragedFaculty, administrators, staff and others in supervisory roles should be aware that the Universitystrongly discourages amorous or sexual relationships between those in such roles and students or thosewho are supervised. Such relationships are inimical to the education process and have a negativeimpact on the work and learning environment of the University. Faculty involved with students mayfind it increasingly difficult to exercise rigorous intellectual judgment when evaluating and gradingstudents, and the treatment of these students may be perceived by other students as unfair andadversely affecting the overall learning environment. Faculty members involved in such relationshipsare subject to allegations of sexual harassment, including third party sexual harassment charges byother students, faculty members, administrators or staff. Those who supervise in work-relatedsituations face similar difficulties and are also subject to allegations of sexual harassment and thirdparty sexual harassment by other students’ faculty members, administrators or staff. Responsibilitiesof Managers/ Supervisors for Implementation5. All vice presidents, managers and supervisors are responsible for the implementation of this policy andfor ensuring that all employees, agents, contractors, students, job applicants, and others haveknowledge and understand this policy. All managers and supervisors will take immediate andappropriate corrective action to insure compliance with the intent of this policy. Upon observing words72