Ursinus College is committed to maintaining an environment that is free of discrimination.
In keeping with this commitment, Ursinus will not tolerate harassment of any Ursinus personnel, student or fellow faculty member by any Ursinus faculty member or employee. Ursinus strictly prohibits sexual harassment and harassment of any kind in the workplace. Ursinus will not tolerate unlawful discrimination, including harassment based on sex, sexual orientation, race, religion, national origin, disability, and other forms of legally impermissible harassment. Ursinus also will not tolerate offensive or otherwise unprofessional behavior that it determines is inappropriate in the workplace, even if it does not amount to unlawful harassment. If you feel that you have experienced or witnessed harassment, you are to notify immediately any of the individuals identified in the “Complaint and Investigation Procedure” section of this policy.
Harassment, which violates this policy, includes unwelcome conduct, whether verbal, physical or visual, that is based upon a person’s protected status, such as sex, color, race, religion, national origin, age, disability, veteran status, sexual orientation, citizenship status or other protected group status. Harassment prohibited by this policy also includes display or transmission (by computer or otherwise) of messages, images, cartoons, or jokes that are sexually explicit or demeaning on the basis of race, color, gender, religion, national origin, age, disability, veteran status, sexual orientation or citizenship status. Ursinus will not tolerate harassing conduct that affects tangible job benefits, that affects evaluation of academic performance (e.g. grades), that interferes unreasonably with an individual’s work or academic performance, or that creates an intimidating, hostile or offensive working or academic environment. Harassing conduct is prohibited regardless of where it occurs.
Unwelcome sexual advances, requests for sexual favors and other physical, verbal or visual conduct based on sex constitute sexual harassment when (1) submission to the conduct is an explicit or implicit term or condition of employment or academic achievement, (2) submission to or rejection of the conduct is used as the basis for an employment decision or academic decision, or (3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work or academic performance or creating an intimidating, hostile or offensive working or academic environment. Sexual harassment may include, among other things, explicit sexual propositions; sexual innuendo; suggestive comments; sexually oriented “kidding” or “teasing”; “practical jokes”; jokes about gender-specific traits; foul or obscene language or gestures; display of foul or obscene printed or visual material; physical contact such as patting, pinching or brushing against another’s body; suggestive looks or leering; and e-mail transmission of sexual jokes or sexually explicit images.
Complaint and Investigation Procedure
1) Any Ursinus employee or faculty member, who feels he/she is a victim of any form of harassment or has knowledge of any form of harassment, should immediately bring the matter to the attention of the Vice President for Academic Affairs (610-409-3720) (or to an identified designee of the Vice President for Academic Affairs), or to the Vice President for Finance and Administration (610-409-3797) (or to an identified designee of the Vice President for Finance and Administration), or to the Personnel Officer (610-409-3589). Attempts to resolve the complaint informally, including discussions with the concerned parties, will be made. The complaint and the complainant’s identity will be kept confidential, as much as is reasonably possible, consistent with Ursinus’ obligation to investigate and respond to the complaint. Complaints involving students are to be handled as per the policies outlined in the student handbook and/or faculty handbook.
2) The complaint will be investigated promptly, and remedies will be put into effect if appropriate. If warranted by the investigation and based on the totality of the circumstances, Ursinus will take appropriate disciplinary and/or remedial measures, up to and including discharge of the person(s) who have violated this policy.
Prohibition Against Retaliation
Ursinus College will not in any way retaliate or tolerate retaliation in any form against any individual who files a harassment complaint or who cooperates in the investigation of such a complaint. Appropriate disciplinary action, up to and including termination, will be taken against any person found to have retaliated against another individual for these or any other impermissible reasons. Any individual who believes he/she has been impermissibly retaliated against should immediately report such conduct to any of the individuals identified in the “Complaint and Investigation Procedure” section of this Policy.