Non-Discrimination And Equal Employment Opportunity Policy
I. STATEMENT OF POLICY
Ursinus College does not discriminate on grounds of race, color, national origin, sex, gender, sexual orientation, gender identity or expression, religion, age, creed, ancestry, veteran status, marital status, disability, or other classification protected by applicable law in the administration of any of its educational programs or activities or with respect to employment.
Ursinus College is an equal employment opportunity employer. Ursinus College complies with all federal, state, and local statutes and regulations governing employment practices. In matters affecting employment and application for employment, the College will take affirmative action to ensure that each employee and applicant, regardless of race, color, national origin, sex, gender, sexual orientation, religion, age, creed, ancestry, veteran status, marital status, or disability (except as limitations may be mandate by law) is accorded equal treatment with respect to terms and conditions of employment, including recruitment, hiring, placement, and opportunities for advancement. The College is committed to hiring practices that will enhance the diversity of its workforce. The College’s ongoing practices in support of these efforts are found here on the College’s Human Resources webpage.
Harassment is a form of prohibited discrimination. Ursinus College does not tolerate discriminatory harassment based on race, color, national origin, sex, gender, sexual orientation, gender identity or expression, religion, age, creed, ancestry, veteran status, marital status, disability, or other classification protected by applicable law.
Harassment prohibited by this Policy includes unwelcome conduct, whether verbal, physical or visual, that is based on race, color, national origin, religion, age, creed, ancestry, veteran status, marital status, disability, or other classification protected by applicable law (other than sex, gender, sexual orientation, gender identity, or gender expression). Sexual or gender-based harassment, including harassment based on a person’s sex, gender, sexual orientation, gender identity, or gender expression, is specifically prohibited and governed by the College’s Policy Prohibiting Title IX Misconduct and Other Sex and Gender-Based Discrimination, Harassment, and Related Misconduct.
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.
All members of the College community are expected to abide by Ursinus College’s Non-discrimination and Equal Employment Policy.
II. PROCEDURES FOR RESOLVING COMPLAINTS UNDER THIS POLICY
The procedures for bringing a complaint pursuant to this Policy are as follows
Any Ursinus employee, faculty member or student who feels he/she/they is a victim of any form of prohibited discrimination or harassment by an employee or faculty member, or who has knowledge of any such discrimination or harassment, should follow the following process:
In the case of complaints against a member of the faculty, the complainant should report the matter to the Vice President for Academic Affairs (Mark Schneider (firstname.lastname@example.org; 610-409-3720)) (or to an identified designee of the Vice President for Academic Affairs).
In the case of complaints against non-faculty employees, the complainant should report the matter to the Vice President for Finance and Administration (Annette Parker (email@example.com; 610-409-3797)) (or to an identified designee of the Vice President for Finance and Administration).
All employees, including faculty, have the additional option to report the matter to the Human Resources Director (Kelley Williams (firstname.lastname@example.org; 610-409-3589).
Any such reports must, absent extraordinary circumstances, be made within two weeks of the incident causing the complaint. Attempts to resolve the complaint informally, including discussions with the concerned parties, will be made. If informal efforts to resolve the complaint are unsuccessful, the College will investigate the complaint, determine whether the Policy was violated and take action deemed appropriate, including the imposition of remedies and appropriate disciplinary and/or remedial measures, up to and including discharge of the person(s) who have violated this Policy. A complainant not satisfied with the College’s response to the complaint may submit a written request for further review to the President of the College within two weeks of the College’s response. The President will then consider the appeal and respond to the employee. The decision of the President shall be final in all cases.
The complaint and the complainant’s identity will be kept confidential, as much as is reasonably possible.
Ursinus College will not in any way retaliate or tolerate retaliation in any form against any individual who files a complaint pursuant to this Policy or who assists or cooperates in the investigation of such a complaint. Appropriate disciplinary action, up to and including termination, may be taken against any person found to have retaliated against another individual for these or any other impermissible reasons. Any individual who believes there has been an act of retaliation should immediately report such conduct to the person(s) handling the complaint per the procedures set forth herein.
The President of Ursinus College is responsible for the overall implementation of this policy.
III. OTHER POLICIES
For matters pertaining to discrimination or harassment based on sex and gender that is governed specifically by the College’s Sexual and Gender-based Misconduct Policy, contact the College’s Title IX Coordinator (Lauren Stroud (email@example.com; 610-409-3590)).
Matters pertaining to other kinds of complaints of discrimination or harassment by a student are governed specifically by the College’s Student Code of Conduct.