EQUAL EMPLOYMENT OPPORTUNITY AND DISCRIMINATORY HARASSMENT
Lewis University has adopted and is philosophically committed to a policy of equal employment opportunity without regard to race, color, religion, sex, sexual orientation, age, marital status, national origin, veteran status, or disability, in accordance with federal and state laws. This policy applies to all terms and conditions of employment, including but not limited to: hiring, promotion, termination, transfer, leaves of absence, compensation, and training. Lewis University prohibits, forbids and does not tolerate discrimination against anyone on the basis of race, color, religion, sex, sexual orientation, age, marital status, national origin, veteran status or disability or any other basis prohibited by applicable federal, state or local laws. As part of this commitment, Lewis University will make reasonable accommodations for qualified individuals with a known disability who can perform the essential functions of the job either with or without accommodation. Employees requiring accommodations should notify the Office of Human Resources.
This policy also prohibits and the University will not tolerate harassment based on race, color, religion, sex, sexual orientation, age, marital status, national origin, veteran status or disability. Such harassment can include unwelcome sexual advances or requests for sexual favors or it may consist of other offensive verbal or physical conduct that is directed at another employee because of that person’s race, color, religion, sex, age, marital status, national origin, veteran status, sexual orientation, or disability. Harassment can include offensive comments, language, jokes, cartoons, innuendo, pictures, or other conduct of an objectively offensive manner and can also include such materials transmitted via e-mail or accessed on the Internet.
SCOPE OF POLICY
This policy is applicable to Lewis University faculty and staff while on the job and/or during any University-related event or activity.
Each manager and each employee has a responsibility for creating an environment free of discrimination and discriminatory harassment. All employees should treat their colleagues, subordinates, and managers with respect, should model appropriate behavior and refuse to participate in any conduct of a harassing nature. Managers have an additional responsibility to counsel employees when the employee’s behavior is inconsistent with this policy, to make sure that their own decisions and acts are free of any discriminatory bias, and to inform the Office of Human Resources of any complaints of discrimination/harassment. Failure of the manager to inform the Office of Human Resources of such complaints will be considered grounds for discipline.
REPORTING DISCRIMINATION OR HARASSMENT
Any employee, including faculty members, who believes that s/he has experienced discrimination or harassment in the work place, or during a University-related event or activity, should either tell the harasser/discriminator that his/her conduct is unwelcome if s/he feels comfortable discussing the situation directly, or bring the conduct to the attention of the Office of Human Resources or his/her manager or other person in their chain-of-command to whom they feel comfortable speaking about the issue. Nevertheless, employees are required and expected to make a reasonable effort to make the wrongdoing or conflict known should it exist. Managers who receive reports of discrimination or harassment should not investigate these matters independently, but are required to immediately report the matter to the Office of Human Resources. The Office of Human Resources will counsel the employee, investigate the matter, notify appropriate University executives, and, where possible, resolve the complaint.
INVESTIGATION OF ALLEGATIONS OR COMPLAINTS
The Director of Human Resources has been charged with the responsibility for and given the authority to investigate all alleged discrimination and harassment matters involving University personnel, including faculty. Investigations will be conducted in a manner that is sensitive to the interests of all concerned and will be kept confidential to the extent possible. Under certain circumstances, the University reserves the option of commissioning the services of an outside, third party investigator.
If it is determined that an employee has engaged in discrimination or discriminatory harassment, appropriate disciplinary action, up to and including termination, will be taken.
Lewis University prohibits any form of retaliation against any employee for raising a bona fide complaint of discrimination or harassment or for cooperating in the investigation of any complaint or harassment or discrimination. All employees have a duty to cooperate with the Office of Human Resources in the investigation of such complaints. The failure to do so by withholding relevant information, providing false information, or making allegations in bad faith can also lead to discipline in appropriate circumstances.