Harassment and Non-Discrimination Policy
The University is committed to providing an environment for all students and employees that is free from harassment based upon race, color, creed, religion, national origin, gender, sexual orientation, marital status, disability, age, or status with regard to public assistance.
For additional information and assistance, refer to:
- Sexual harassment and violence policies - University policies; list of emergency, on-campus and off-campus contacts; crime victims' rights
- Student Handbook (pdf) - full list of University policies
A. Harassment is unwelcome conduct, based upon race, color, creed, religion, national origin, gender, sexual orientation, marital status, disability, age, or status with regard to public assistance, that is either a condition of working or learning or creates a hostile environment.
B. Quid Pro Quo Harassment consists of unwelcome conduct when:
1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s education or employment; or
2. Submission to or rejection of such conduct by an individual is used as the basis for or a factor in any education or employment decision affecting the individual
C. Hostile Environment Harassment consists of unwelcome conduct when:
1. Such conduct has the purpose or effect of substantially interfering with an individual’s educational experience or work performance; or
2. Such conduct has the effect of creating an intimidating, hostile or offensive educational or work environment.
Any student or employee of the University who feels that he or she is being subjected to harassing behavior that is a violation of this policy should feel free to communicate clearly to the offender that the behavior is not welcome. A student or employee can also report the behavior to the following:
Students: The Vice President for Student Affairs (ext. 381) or the Vice President of Human Resources (ext. 437)
Employees: Their supervisor, division vice president, or the Vice President of Human Resources (ext. 437)
Supervisory personnel or faculty members who receive a complaint of harassing behavior from an employee or a student must contact the Vice President of Human Resources. The complaint should be made in writing. The Vice President of Human Resources will initiate the investigation, and will form an investigative team, if necessary. The Vice President ofHuman Resources will issue a written determination whether this policy has been violated.
Allegations of harassment will be investigated promptly. Disciplinary action for violations of this policy will be the responsibility of the dean, director or supervisor, in consultation with the Vice President of Human Resources, as may be appropriate in accordance with applicable procedures.
Information disclosed during a complaint will be handled with discretion and disclosed only on a need-to-know basis in order to investigate and resolve the complaint.
Students and employees found to have engaged in harassing behavior that violates this policy will be subject to appropriate discipline, up to and including dismissal. No retaliatory or intimidating action directed toward an individual making a complaint under this policy will be tolerated. Retaliatory actions may result in discipline, up to and including dismissal. Administrative staff and managers will not condone harassing behavior, and will enforce disciplinary action against those who violate this policy, as appropriate.
Initiation by the University
In the event the University learns that a member of the University community may have engaged in harassment, the University may initiate a complaint against that individual regardless of whether a victim has filed a complaint. This policy shall apply to such a complaint, including investigation of the complaint by the Vice President of Human Resources.
A party can appeal the determination of the Director of Human Resources as to whether a violation of this policy occurred, and/or the disciplinary sanction, if any. This appeal is to be filed in writing within ten class days of the decision with the President, specifically describing the basis for the appeal. The President will review the decision and recommended sanction of the Vice President of Human Resources, and notify all parties of the President’s final decision.
It is the policy of the Board of Trustees that Northwestern Health Sciences University does not unlawfully discriminate on the basis of race, color, creed, religion, national origin, sex, gender identity, marital status, veteran/military status, disability, genetic information, age, sexual orientation, status in regard to public assistance, familial status, status as a caregiver, membership or activity in a local commission, or any other characteristic protected by law, in administration of and access to the University’s educational, research, and clinical programs, students organizations and events, employment, and other University-administered activities.
Further, it is the policy of the Board of Trustees of Northwestern Health Sciences University to maintain the University community as a place of work and study for staff, faculty, students, and patients free of racial or sexual harassment.
Inquiries regarding compliance and grievance procedures can be directed to the Vice President of Human Resources.