Safety & Security: Unlawful Harassment Policy
The ongoing policy of Malone is to provide all employees with a work environment free from all forms of unlawful harassment or discrimination. This policy includes any unlawful harassment or discrimination based upon race, ancestry, color, religion, national origin, disability, age or sex.
Sexual harassment deserves special mention. According to guidelines published by the Equal Employment Opportunity Commission, unlawful sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, or based on gender or sex, when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;
- Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
- Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive work environment.
Unlawful harassment may include, without limitation, verbal slurs, negative stereotyping, hostile or demeaning acts (including jokes or teasing) and written or graphic material, that shows animosity, aversion or disparagement toward an individual or group, based upon race, color, religion, national origin, disability, age or sex.
Malone will not permit or condone unlawful harassment of or by any student of Malone, on Malone property, business or activity, or in connection with Malone employment.
Any student found to have engaged in unlawful harassment of another employee, or of any other person, on Malone property, business or activity, or in connection with Malone employment, will receive prompt and appropriate disciplinary action, up to and including discharge. Appropriate disciplinary action also will be taken against any employee found to have willfully falsified any such claim of unlawful harassment.
It is the policy of Malone to investigate all complaints of unlawful harassment, thoroughly and promptly, and to keep such complaints and the terms of their resolution confidential, to the extent reasonably practicable. No reprisal, retaliation, or other adverse action will be taken by Malone against any student because he or she, in good faith and without proven falsification, claims to be a victim of, or to have observed or heard, unlawful harassment on or in connection with the job, or because such employee assists in the investigation of any such matter.
A student who feels that he or she has been subjected to, or falsely accused of, unlawful harassment, while on Malone property, business, or activity, and who is unable to resolve such matter promptly and satisfactorily with the offending party, should submit detailed oral and written reports to his or her immediate supervisor, or to the immediate supervisor of the harassing or falsely accusing employee (or to the next level of immediate supervision, if more appropriate). Then, if the matter still has not been satisfactorily resolved, the complaining student promptly should submit a detailed written report of the offensive behavior to the Vice President for Student Development or to the Associate Dean of Students.
