download .pdf - Park University

orientation training and followup programs forStudents, Staff, Faculty, and Administrators. AllEmployees in a supervisory capacity will be trainedto implement the Harassment Policy by informingEmployees, Students and other people under theirdirection of this Harassment Policy and will assumeleadership in implementing the procedures.“Harassment” means unwelcome,unsolicited, uninvited, offensive or undesirableconduct directed at or affecting another person,based on race, color, religion, national origin,age, disability, gender/sex, sexual orientationor preference, or veteran’s status. “SexualHarassment” means unwelcome, unsolicited,uninvited, offensive, or undesirable conduct ofa sexual nature directed at or affecting a personof the same sex or opposite sex. Harassmentencompasses a wide range of physical, verbal(oral and written) and visual/nonverbalbehaviors and includes, without limitation,conduct which is offensive or shows signs ofhostility toward another person because of his/her race, color, religion, national origin, age,disability, gender, sex, sexual orientation, sexualpreference or veteran’s status or those of theperson’s relatives, friends or associates.Harassment Policy: Two Forms of Harassment1. A hostile work, learning, cocurricular,social, or living environment based upon aperson’s race, color, religion, national origin,age, disability, gender/sex, sexual orientation orpreference or veteran’s status2. Quid pro quo sexual harassment.Hostile EnvironmentHostile Work, Learning, Cocurricular, Social orLiving Environment exists when an Employee,Student or other member of the Park Universitycommunity or a guest is subjected to unwelcomestatements, jokes, gestures, pictures, touching,or other conduct that offend, demean, harass, orintimidate based upon the person’s race, color,religion, national origin, age, disability, gender/sex, sexual orientation or preference or veteran’sstatus. Harassment includes, but is not limited to,offensive verbal or physical conduct that has thepurpose or effect of interfering with an Employee’swork performance, or has the purpose or effectof creating an intimidating, hostile, or offensiveenvironment. The Harassment may involve a veryserious and offensive act (“Serious Act”), or mayinvolve persistent harassing behavior (“PersistentHarassing Behavior”). A Hostile Environmentcan be created by supervisors, coworkers, otherEmployees, Faculty, coaches, Students, alumni, orvisitors to the University campus centers such asvendors and contractors.Examples of a Serious Act: As a general rule,55an isolated comment or incident usually willnot constitute a Hostile Environment or ahostile educational environment. If, however,the behavior is a Serious Act, such as 1) anintentional, nonconsensual touching of anintimate body area of another person 2) aninstructor humiliating a Student in class bymaking a joke about the Student’s disability orinquiring about the Student’s sexual activities or3) a Student marking Nazi swastikas on a fellowStudent’s car.Examples of Persistent Hostile Behavior:Persistent Hostile Behavior is a behavior that areasonable person would find hostile or abusive.Examples: 1) Students ask a Faculty Memberto quit telling offensive jokes, but the FacultyMember continues to do so 2) a Student asks aResident Advisor not to touch him or her, butthe Resident Advisor continues to do so 3) aStudent asks a fellow Student to refrain fromforwarding explicit emails, but the Studentcontinues to send them.Examples of Stereotyping: Statements thatdemean a person on the basis of that person’s age,color, disability, gender, gender identity, nationalor ethnic origin, race, religion, sexual orientation,or veteran status, sometimes referred to as“Stereotyping” can also contribute to a HostileWork Environment. For example, it would begender Stereotyping to ask a fellow Student whyhe or she majored in a discipline such as English,Engineering, or Finance because people of theStudent’s gender cannot succeed in the area.Other examples of Stereotyping would be to askan older Student why she or he is taking classesor to ask a pregnant Student whether she willcontinue to go to school after she has her baby.While each of these isolated questions may notconstitute Harassment by itself, in a universitysetting such questions collectively couldconstitute a Hostile Environment.Quid Pro Quo Sexual HarassmentThis occurs when an Employee or a fellowStudent explicitly, or implicitly, promises orwithholds educational benefits based upon aStudent’s acquiescence to sexual advancesor behavior. “Quid Pro Quo SexualHarassment” includes unwelcome sexualadvances and/or requests for sexual favors from,an Employee, Student or other person, wheresubmission to the conduct is made a termor condition of educational opportunity orsubmission to or rejection of such conductis used as a basis for decisions related toeducation. Such Harassment may involve