It is the policy of Cazenovia College, in keeping with efforts to establish an environment in which the dignity and worth of all members of the institutional community are respected, that discrimination (including harassment and all bias-related behavior) because of gender, pregnancy, race, color, national origin, ancestry, religion, creed, age, physical or mental disability, marital status, genetic predisposition or carrier status, sexual orientation, or any other basis protected by federal, state or local law is unacceptable and will not be tolerated. The College is committed to taking reasonable steps to prevent such discrimination (including harassment and all bias-related behavior) from occurring and to providing a forum in which anyone who complains of prohibited discrimination (including harassment) may expect to have that complaint expediently and carefully investigated and resolved. The College encourages resolution of problems, whenever possible, before a formal written complaint is filed and every effort will be made to protect the confidentiality of all parties involved.
- This policy applies to all employees of the College including their relationships with students, as well as to third parties visiting the College regardless of their status or position. (Student to Student harassment and discrimination are addressed in the Student Handbook.)
- This policy applies to activities that take place on campus and to all College-sponsored events that take place off campus.
- This policy applies to members of one protected category who engage in prohibited discrimination or harassment toward members of the same or another protected category. For example, this policy prohibits males from sexually harassing females or other males, and females from sexually harassing males or other females.
Harassment is a form of discrimination. The College prohibits harassment based on any of the protected categories set forth above (such as sex, race, age, religion, national origin, physical or mental disability, etc.). Although the following definitions set forth examples of prohibited sexual harassment, conduct of a similar nature that is based on any of the other protected categories may likewise violate the College’s anti-harassment policy. The College defines sexual harassment as unwanted sexual advances, requests for sexual favors or visual, verbal or physical conduct of a sexual nature when: (1) submission to such conduct is made a term or condition of employment or academic advancement; or (2) submission to or rejection of such conduct is used as basis for decisions affecting employment or academic advancement of an individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an employee’s or student’s work or academic performance or creating an intimidating, hostile or offensive work or educational environment.
The following is a partial list of conduct that may constitute sexual harassment whether or not directed specifically at the complaining party:
- Offering employment or academic benefits in exchange for sexual favors.
- Making or threatening reprisals after a negative response to sexual advances.
- Unwelcome visual conduct, such as leering, making sexual gestures, or displaying sexually suggestive or derogatory objects, pictures, cartoons or posters.
- Unwelcome verbal conduct, such as making or using sexually suggestive or derogatory comments, epithets, slurs, sexually explicit jokes, or comments about another’s body or dress.
- Unwelcome verbal sexual advances or propositions.
- Unwelcome verbal abuse of a sexual nature, graphic verbal commentary about an individual’s body, sexually suggestive or derogatory words to describe an individual, suggestive or obscene letters, notes or invitations. This includes generalized sexist remarks and behavior, not necessarily designed to elicit sexual cooperation, but which convey insulting, degrading, and sexist attitudes.
- Unwelcome physical conduct, such as unwanted whistling, touching (including pinching and brushing), assaulting, impeding or blocking one’s movement because of sex.
If you are unsure of whether a certain behavior constitutes discrimination or harassment prohibited by this policy, please contact the Director of Human Resources or a member of the Human Rights Review Board.
POLICY AGAINST RETALIATION
The College strictly prohibits and will not tolerate retaliation against any student or employee by another student or employee or by anyone representing the College for using or participating in good faith in the anti-discrimination/anti-harassment complaint procedure, for reporting in good faith discrimination or harassment prohibited by that policy, or for filing, testifying, assisting or participating in good faith in any investigation or proceeding conducted by a governmental enforcement agency. Prohibited retaliatory acts include, but are not limited to, termination, demotion, suspension, failure to hire or consider for hire, failure to give equal consideration in making employment or academic decisions, failure to make employment or academic recommendations impartially, adversely affecting working or academic conditions or otherwise denying any employment or academic benefit. Employees and students who become aware of anyone engaging in retaliation prohibited by this policy should immediately report the matter, preferably in writing, to either their supervisor, the department head, the dean, or to the Director of Human Resources. If any further incident(s) of retaliation occur, such incident(s) should also be immediately reported. Any person who engages in retaliatory conduct prohibited by this policy will be subject to appropriate disciplinary action, up to and including termination of employment and/or permanent expulsion.
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