Faculty Handbook & Constitution - Lee University

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_________________LEE UNIVERSITY FACULTY HANDBOOK & CONSTITUTION_________________student, visitor or representative of other businesses with whom you interact as part ofyour employment.Unlawful harassment may include:(i) racial epithets, derogatory remarks relating to one of the categories protected byfederal, state, or local law (e.g., race, color, religion, sex, national origin, age,disability, and veterans’ status), and unwanted sexual advances, invitations, orcomments;(ii) any discriminatory conduct that creates a hostile work environment for employeesbecause of their race, sex, age, national origin, religion, color, disability, veteranstatus, or other basis protected by law;(iii) retaliation for having reported or threatened to report harassment, or participatingin an investigation.Sexual Harassment – DefinitionThe Equal Employment Opportunity Commission (EEOC) has issued guidelinesinterpreting the Civil Rights Act of 1964’s (Title VII) sexual harassment prohibition. Sexualharassment is defined in these guidelines as follows:... Unwelcome sexual advances, requests for sexual favors, and otherverbal or physical conduct of a sexual nature constitute sexualharassment when (1) submission to such conduct is made eitherexplicitly or implicitly a term or condition of an individual’s employment,(2) submission to or rejection of such conduct by an individual is usedas the basis for employment decisions affecting such individual, or (3)such conduct has the purpose or effect of unreasonably interferingwith an individual’s work performance or creating an intimidating,hostile, or offensive working environment. 29 C.F.R. ‘1604.11 (1993).Any sexually harassing conduct in the workplace, whether committed by supervisor,non-supervisory personnel, or customers, is strictly prohibited, including, but not limitedto:1. Unwelcome sexual flirtations, advances, or propositions;2. Verbal or written abuse of a sexual nature;3. Graphic verbal comments about an individual’s body;4. Sexually degrading words used to describe an individual; and5. The display in the workplace of sexually suggestive objects or pictures.Reporting HarassmentWhile the University encourages you to communicate directly with the allegedharasser, and make it clear that the harasser’s behavior is unacceptable, offensive, orinappropriate, it is not required that you do so. It is essential, however, that you notifyyour supervisor immediately even if you are not sure the offending behavior is consideredharassment. If your complaint involves your supervisor, you are to contact your dean. Ifthe complaint involves your dean, you are to contact the Vice President for AcademicAffairs. Appropriate investigation (in a manner that seeks to ensure confidentiality to theextent possible under the circumstances) and disciplinary action will be taken.Allegations of unlawful harassment will be taken seriously and will be promptlyinvestigated. Any employee found to be responsible for unlawful harassment will bedisciplined as appropriate, up to and including termination of employment.5 - 28 Responsibilities of the Faculty
_________________LEE UNIVERSITY FACULTY HANDBOOK & CONSTITUTION_________________The University prohibits any employee from discriminating or retaliating in any wayagainst anyone who has raised any concern about harassment or discrimination againstanother individual. No adverse employment action will be taken for any employee solelyfor making a good faith report of alleged harassment. In fact, any employee found to beresponsible for discrimination or retaliation against anyone who has raised any concernabout harassment or discrimination will be disciplined as appropriate, up to and includingtermination from employment.The University recognizes that the question of whether a particular course of conductconstitutes sexual harassment requires a factual determination. The Universityrecognizes also that false accusations of sexual harassment can have serious effects oninnocent persons. If an investigation results in a finding that a person who has accusedanother of sexual harassment has maliciously or recklessly made false accusations, theaccuser will be subject to appropriate disciplinary action including discharge.Acceptable Use and Technology PolicyAcceptable Use Policy1.0 OverviewInformation Technology Services (ITS) intentions for publishing an Acceptable Use Policyare not to impose restrictions that are contrary to Lee University's established culture ofopenness, trust and integrity. ITS is committed to protecting Lee University's employees,partners and the company from illegal or damaging actions by individuals, eitherknowingly or unknowingly.Internet/Intranet/Extranet-related systems, including but not limited to computerequipment, software, operating systems, storage media, network accounts providingelectronic mail, WWW browsing, and FTP, are the property of Lee University. Thesesystems are to be used for business purposes in serving the interests of the company,and of our clients and customers in the course of normal operations. Please reviewHuman Resources policies for further details.Effective security is a team effort involving the participation and support of everyLee University employee and affiliate who deals with information and/orinformation systems. It is the responsibility of every computer user to know theseguidelines, and to conduct their activities accordingly.2.0 PurposeThe purpose of this policy is to outline the acceptable use of computerequipment at Lee University. These rules are in place to protect the employeeand Lee University. Inappropriate use exposes Lee University to risks includingvirus attacks, compromise of network systems and services, and legal issues.3.0 ScopeThis policy applies to employees, contractors, consultants, temporaries, and5 - 29 Responsibilities of the Faculty
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Faculty Handbook & Constitution - Lee University

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