FACULTY HANDBOOK July 2009 - Morgan State University

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PAGE 110 * Morgan State University Faculty Handbook2. Appeal - The Complainant may appeal the decision of the Provost and Vice President.To appeal, the Complainant must file a written appeal with the Director of HumanResources within seven (7) days of the date appearing on the written decision of theProvost and Vice President. In the event the Complainant fails to appeal within thestated time period, the Provost and Vice President’s decision shall be deemed final.The Complainant’s written appeal shall set forth the reasons for appeal.3. Step 3 - President or DesigneeIn the event the Complainant files a timely appeal to the decision of the Provost and VicePresident for Academic Affairs, the Director of Human Resources shall within three (3)days forward to the President a copy of the complete grievance file and of the completehearing record and copies of all documents presented at the hearing and placed inevidence. The President or his or her designee shall review the full record upon receipt.Within his or her discretion, the President shall dispose of the grievance as he or shedeems appropriate and such disposition shall be final. The President shall notify theComplainant in writing of the disposition of the grievance within fourteen (14) days ofreceipt of the record.Approved by the Board of Regents on June 17, 1992
PAGE 111 * Morgan State University Faculty HandbookPOLICY PROHIBITING SEXUAL HARASSMENT AND PROCEDURESFOR COMPLAINTS OF SEXUAL HARASSMENTI. STATEMENT OF POLICYSexual harassment by University employees, faculty, staff, and students is illegalconduct and will not be tolerated in the Morgan State University community. MorganState University is committed to maintaining a working and learning environment inwhich students, faculty, and staff can develop intellectually, professionally, personally,and socially. Such an environment must be free of intimidation, fear, coercion, andreprisal. The University prohibits sexual harassment. Sexual harassment subverts themission of the University and threatens the well-being, educational experiences, andcareers of students, faculty and staff.This ‘Statement of Policy” constitutes University policy. Sexual harassment violatesUniversity policy and may violate the criminal and civil laws of the State of Marylandand the United States.II.DEFINITION OF SEXUAL HARASSMENTFor the purpose of this University policy, the University adopts the definition of sexualharassment promulgated by the Equal Employment Opportunity Commission.Sexual harassment is defined as: (1) unwelcome sexual advances; or (2) unwelcomerequests for sexual favors; and (3) other behavior of a sexual nature where:A. Submission to such conduct is made either explicitly or implicitly a term orcondition of an individual's employment or participation in a University- sponsorededucational program or activity; orB. Submission to or rejection of such conduct by an individual is used as the basis foracademic or employment decisions affecting that individual; orC. Such conduct has the purpose or effect of unreasonably interfering with anindividual's academic or work performance, or of creating an intimidating, hostile, oroffensive educational or working environment. Sexual harassment may occur betweenpersons of the same or different genders.Examples of sexual harassment, as defined above, may include but are not limited tothe following behavior directed at a person because of his or her gender:• direct or implied threats that submission to sexual advances a s a condition ofemployment, work status, promotion, grades, or letters of recommendation;• unwelcome physical contact, including unnecessary touching, patting, hugging orbrushing against a person’s body;• pervasive and or unwelcome sexual comments, jokes or conversations. In assessingwhether a particular act constitutes sexual harassment as defined by this Policy, the
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FACULTY HANDBOOK July 2009 - Morgan State University

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