Guidelines for the Investigation and Resolution of Harassment Complaints Equal Employment Opportunity and Fair Employment Practices are fundamental to Keuka College’s personnel policies and procedures. The College is committed to maintaining a work environment that is fair, productive and respectful of each individual. All employees, especially supervisors and administrators, are expected to help create a friendly and cooperative work place — and to treat each other with respect and dignity.
Keuka College has a firmly enforced policy of non-discrimination that covers all employees and all applicants for employment. It is the College’s practice to adhere to both the letter and spirit of all local, state and federal laws governing employment. Described in this section are Keuka College’s definitions and practices regarding non-discrimination in employment and advancement, sexual harassment: racial, religious, and other forms of harassment.
Non-discrimination: Keuka College is committed to non-discrimination in all its employment practices. The College requires that all aspects of employment be based on an individual’s competence and qualifications and without regard to race, religion, color, national or ethnic origin, gender, disability, sexual orientation or veteran status. In addition, it is the practice of Keuka College to make reasonable accommodation to ensure fair employment consideration and advancement opportunities for qualified disabled applicants and employees.
Racial, religious, and other types of harassment: Behavior that is disrespectful and that demeans the dignity of any Keuka College employee or student will not be tolerated. This type of harassment is interpreted as any type of overt or covert actions that have the result of denigrating another person. This includes, but is not limited to, comments, innuendoes, display or distribution of offensive pictures and literature, or more elusive harassment involving a denigrating attitude toward the target individual or group.
Sexual harassment: Keuka College views sexual harassment as a serious issue and sexually harassing behavior will not be tolerated. Under the May 1981 amended guidelines of Title VII of the Civil Rights Act of 1964, sexual harassment is defined as “unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature…when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or academic achievement; (2) submission to or rejection of such conduct by an individual is used as the basis for employment or academic achievement decisions affecting such individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual’s work or academic performance, or creating an intimidating, hostile, or offensive working environment.
Supervisors’ and Administrators’ Responsibility
It is the responsibility of all personnel who supervise other employees to ensure that their work environment is one in which employees are treated with dignity and respect. Supervisors and administrators must be alert to any employee misconduct or behavior that violates or appears to violate the College’s fair employment practices; supervisors should be particularly alert to employee behavior that could be interpreted as sexual, racial or other types of harassment.
Supervisors and administrators must immediately warn any employee who engages in harassing behavior (or behavior that could be interpreted as harassing) that if the employee does not desist, the employee could be subject to discipline or dismissal — this action should be taken even if other employees have not made formal or informal complaints about their coworkers behavior.