Saint Augustine's University [“The University”] will not tolerate any unlawful harassment of its employees. Types of unlawful harassment
covered by this policy include harassment against an individual because of that person’s race, sex, religion, color or national origin, age,
disability, or any other classification protected by federal, state or local law. The policy applies to harassment by any of the University’s
employees as well as any non-employees present in the University’s workplace such as contractors, vendors, and/or suppliers, interacting
with the University’s employees in connection with their work. Such prohibited harassment can arise from a broad range of physical or verbal
behavior, which may include, but is not limited to, the following:
Accordingly, the University will not tolerate harassment within its organization, including all of the University’s facilities and departments.
As outlined below, the University takes seriously any harassment claim and specifically prohibits any supervisor or any other University employee
from unlawful harassment.
The University welcomes any questions and comments from employees regarding the harassment policy outlined below.
Sexual harassment is a specific form of illegal harassment that requires more explanation.
The University bases its definition of sexual harassment on information provided by the Equal Employment Opportunity Commission (EEOC).
According to EEOC guidelines, sexual harassment includes, but is not necessarily limited to unwelcome sexual advances,
requests for sexual favors and other verbal or physical conduct of a sexual nature when:
Sexual harassment can occur in a variety of circumstances, including but not limited to the following:
It is the shared obligation of all employees to report any and all incidents of suspected harassment to the University management.
Any employee who believes he or she has been subjected to unlawful harassment or believes he/she has witnessed one or more incidents of
unlawful harassment should immediately report the incident(s) to his or her supervisor, or alternatively, to his or her Department Chair,
Division Dean, Area Vice President, the Provost, or the Director of Human Resources.
If the employee feels that any one of these individuals is involved in the alleged harassment in any way, or believes that for some other
reason anyone of these individuals cannot be approached, then the employee should report his or her claim to any of the other individuals
The University encourages reporting of such acts as they happen. All reports of unlawful harassment will be investigated promptly.
Supervisors who fail to effectuate this policy or fail to investigate conduct of allegations of the type, which are prohibited by this policy,
will be subject to disciplinary action.
The University will promptly investigate all reported harassment claims.
The investigation may include, but is not limited to, an interview of the employee lodging the complaint
and the alleged harasser and any witnesses involved. In all cases, the employee who reports unlawful harassment
will be advised of the results of the investigation. To the greatest extent possible, the University will attempt to maintain the
confidentiality of any harassment investigation. The University will take reasonable measures to keep the reporting and investigation of
harassment claims as confidential as possible under the circumstances.
If an employee believes that a reported harassment incident is not
being timely or adequately addressed, the employee should bring his/her concerns to the attention of the President.
If the University’s investigation leads to a determination that illegal harassment has occurred or is occurring, the University will initiate
prompt corrective action reasonably calculated immediately to end the harassment and in accordance with the University’s disciplinary procedure.
Such corrective action may include, but is not necessarily limited to, disciplinary action against any employee engaged in harassing behavior,
up to and including termination of employment.
Every employee is entitled to report potential incidents of harassment without reprisal.
No employee who in good faith reports or participates in the investigation of harassment will suffer any
retaliatory action. Therefore, if in response to an employee’s report of suspected harassment, a supervisor or other
employee retaliates or threatens to retaliate against the employee or his or her job, the affected employee
should promptly report the incident(s) to his or her supervisor or, alternatively, to his or her Department Chair, Division
Dean, Area Vice President, the Provost, or the Director of Human Resources.
Any questions regarding the University Harassment Policy should be addressed to the Human Resources Department.
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