Respectful treatment of students, employees and visitors is essential, and sensitivity to their individual circumstances is often necessary. Preventing difficulties is preferable to solving problems after they occur.
Violent behavior on the part of students, employees or visitors will not be tolerated. Violent behavior is defined as a threat, or physical or verbal abuse. Also, any conduct that disrupts the classroom, workplace or campus, such as loud or disorderly conduct will not be tolerated.
Any person who initiates and/or takes part in violent behaviors or disorderly conducts will be ordered to leave the premises until such behavior is investigated by campus security and remedial action, if then deemed appropriate is taken.
Participation in violent behavior or disorderly conduct will is grounds for immediate disciplinary action leading to and including termination for an employee and expulsion for a student. Others will be removed and perhaps barred from the University premises if he/she participates in violent behavior and/or disorderly conduct.
Policy on Drugs in the Workplace
Southeastern University is a recipient of federal government grants, and must comply with the Drug-Free Workplace Act of 1988. Accordingly, and as part of our efforts to provide a safe, healthful, and efficient working conditions for all employees, Southeastern University strictly forbids the unlawful manufacture, distribution, possession, or use of any controlled substance in the workplace.
If you are convicted under any criminal drug statute for a violation occurring in the workplace, you must notify Southeastern no later than five days after such conviction.
As a condition of employment, you must abide by the terms of this statement. Any violation of this policy will result in disciplinary action, up to and including termination.
Policy on Discrimination and Harrassment
Southeastern University strives to provide a working and educational environment for all faculty, staff, and students that is free from discrimination and harassment of any kind. Any acts of discrimination or harassment are a form of misconduct that undermines the institutional mission of the University.
It is a violation of Southeastern University's policy for any employee to discriminate or harass in word or action against a fellow employee, applicant, student or prospective student on the basis of race, color, sex, national origin, religion, age, physical or mental disability, or sexual orientation. This policy prohibits the use in the workplace of racial or sexual epithets and stereotypes, slang words or names, or any other language or actions which by their nature or effect degrade or insult a person, or any group of persons, on the basis of race, color, sex, national origin, religion, age or physical or mental impairment, or sexual orientation.
Sexual harassment in any form is unacceptable behavior and will not be tolerated. Sexual harassment may be defined as unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct or written communication of a sexual nature when:
Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or education experience.
Submission to or rejection of such conduct is used as the basis for employment or academic decisions affecting such individual; or
Such conduct has the purpose or effect of unreasonable interfering with an individual's work, academic performance, participation in extracurricular activities, or creating an intimidating, hostile, or offensive working or learning environment.
About Sexual Harrassment
Sexual harassment can take many forms, and the determination of what constitutes sexual harassment will vary according to the particular circumstances. Sexual harassment may be described generally as unwelcome sexual behavior that a reasonable person would find offensive and that adversely affects the working or learning environment. Sexual harassment may involve behavior by a person of either gender against a person of the same or opposite gender. Possible examples may include but are not limited to the following:
Seeking sexual favors or relationships in return for the promise of a good grade or other academic opportunity;
Conditioning an employment-related action (such as hiring, promotion, salary increase, or performance appraisal) on a sexual favor or relationship;
Intentional and abusive conduct or utterance that implies hostility toward others because of their sex or sexual orientation;
Intentional and unnecessary physical contact;
A display in the workplace of sexually suggestive objects or pictures;
Sexually explicit or offensive jokes;
Sexually explicit conversations;
Perceptions of sexual harassment, such as:
Asking an employee, applicant, student or prospective student for a date or relationship.
Using privileged information, such as a telephone number, or an address, to contact an employee, applicant, student, or prospective student regarding non-work, non-class or personal matters.
Graphic or verbal commentaries about an individual's body.
9. Frivolous or false claims of sexual harassment is considered harassment.
These examples are by no means all inclusive of the types of conduct that can constitute sexual harassment.
Enforcement Procedure
Any employee or officer who believes that he or she has been the subject of discrimination or harassment should report the alleged act immediately to the Director of Human Resources.
If a complaint involves the Director of Human Resources, or, if for any reason, the employee is uncomfortable bringing the complaint to the Director of Human Resources, then he or she shall file the complaint with the President directly.
Any student who believes that he or she has been the subject of discrimination or harassment should report the alleged act immediately to the Dean of Academic Affairs.
Southeastern University will handle all complaints in as timely a manner as possible. Southeastern University is aware of the sensitive nature of issues relating to workplace discrimination and harassment. Accordingly, each investigation of any complaint of workplace discrimination or harassment will be conducted in as confidential a manner as possible under the circumstances, with the findings of said investigations communicated to the appropriate parties.
Investigation of a complaint will normally include conferring with the parties involved and any named or apparent witnesses.
Southeastern University will make its best efforts to protect all employees and students from coercion, intimidation, retaliation, interference or discrimination for filing a complaint or assisting in an investigation. It is the obligation of every employee to fully cooperate in the investigation of any complaint. No retaliation will be taken by the University against any person because of his or her reporting an incident of discrimination or harassment under this policy or for cooperating in the investigation of any such claim.
If the investigation determines that any individual has engaged in workplace discrimination or harassment in violation of this policy, Southeastern University will take appropriate disciplinary and/or remedial action, up to and including discharge, to stop the discrimination or harassment immediately and to prevent its recurrence. If the person determined to have engaged in workplace discrimination or harassment is not employed by or under the control of the University, appropriate action will be taken to ensure that the employee is able to work in a harassment-free environment.
Additionally, any employee who makes false or frivolous reports of discrimination, harassment, or sexual harassment will be subject to the same corrective action measures.
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