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POLICY OF NONDISCRIMINATION
It is the policy of Seattle Pacific University
not to discriminate on the basis of race, color, national origin,
sex, age or disability in admissions and access to, or treatment
or employment in its programs or activities; as required by section
504 of the Rehabilitation Act of 1973, as amended; the American's
with Disabilities Act as amended (to the extent applicable to
the University): Title IX of the Educational Amendments of 1972,
as amended Title VI of the Civil Rights Act of 1964, as amended;
and the Age Discrimination Act, as amended and their implementing
regulations. As a religious educational institution operating
under the auspices of the First Free Methodist Church of North
America, Seattle Pacific University is permitted and reserves
the right to prefer employees or prospective employees on the
basis of religion.
SEXUAL
HARASSMENT
Seattle Pacific University is committed to maintaining an environment
free of sexual harassment. Members of our community have the right
to work, study and communicate with one another in an atmosphere
free from unsolicited and unwelcome communication of a sexual
nature. The sexual harassment policy and procedures are intended
to provide fair and equitable treatment for both the complainant
and the alleged harasser.
Sexual harassment
is in violation of Title VII of the Civil Rights Act of 1964,
as well as of University policy. The University will not permit
such harassment, and will promptly and aggressively pursue the
resolution of any complaint that such conduct has occurred.
Sexual harassment
is defined as any unwelcome sexual conduct (verbal or physical)
or statements, which create an environment encouraging such conduct.
Examples of sexual harassment are:
| A. |
Making
acceptance of unwelcome sexual advances, requests for sexual
favors, or other verbal or physical conduct of sexual nature
a condition (expressed or implied) of the employees continued
employment or the student's matriculation. |
| B. |
Making
submission to, or rejection of, such conduct the basis for
employment decisions affecting the employee or for academic
employment or financial decisions affecting the student. |
| C. |
Stating
or implying that a particular employee's advances in employment,
or a particular students' grades, academic awards, financial
aid, scholarships, or other assistance, evaluations or recognition
received from the University have resulted from the granting
of sexual favors or the establishment or continuance of a
sexual relationship. |
| D. |
Stating
or implying that a particular employee's or students performance
is attributed in whole or in part to the gender of the person.
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| E. |
Commenting on particular characteristics associated with a
particular sex (e.g., an employee's legs or physique). |
| F. |
Creating
an intimidating, hostile or offensive working, academic or
living environment by such conduct or comments. |
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