ATMU Policy # 15 Harassment & Non-Discrimination

1. HARASSMENT POLICY
At ATMU all faculty, staff, and students should be able to enjoy a teaching and learning environment free from harassment of any nature. Harassment based on personal characteristics such as gender, sexual orientation, race, culture, skin color, ethnicity, religion, age, marital status, pregnancy status, veterans status, or disability is strictly prohibited at ATMU.

2. NON-DISCRIMINATION POLICY
Discrimination is defined as:

  • Conduct of any nature that denies a person the opportunity to take part in – or limits their participation in – a program, service, or activity offered by ATMU based on personal characteristics.
  • Conduct of any verbal or physical behavior that affects an individual’s employment or education based on personal characteristics.

It is ATMU’s policy and strong commitment that harassment and discrimination of any type will not be tolerated at any time. If there is a complaint by a faculty, staff, or student of harassment or discrimination, ATMU will take the following steps to review, investigate, and resolve the complaint in a timely and expeditious manner.

3. HARASSMENT & DISCRIMINATION REPORT PROCEDURE

Step 1: Complaint Filed

  • Any ATMU faculty, staff, or student who experiences harassment or discrimination is encouraged to send an email or to the ATMU president at president@atmu.education .
  • In the case that the complaint is directed to the ATMU president, the faculty, staff, or student should send his/her email directly to the ATMU Governing Board Chairman.
  • The email should describe in specific detail the type of behavior involved in the harassment or discrimination and include as much detailed information as possible regarding the incident: who, what, where, when.
  • If the harassment or discrimination was verbal in nature, the email should strive to provide the exact language or words that were used; when the verbal encounter occurred; where the verbal encounter occurred; who was present (including as possible witnesses); and the general circumstances to lead to the encounter.
  • Complaints must be submitted anonymously. However, it should be noted that it will not be possible to follow up with the complainant during the investigation if contact information (name, telephone number, email address) is not provided.
  • All complaints will be considered confidential and only those with a right-to-know will be made aware of the complaint and the complainant.

Step 2: Formation of Investigation Team

The investigating team shall consistent of the president, HR manager (in case of a complaint against an employee), Provost (in case of a complaint against a student) and one member of the Governing Board.

Step 3: Investigation

The investigating team shall conduct a thorough and timely investigation. If appropriate, the team may solicit advice from a lawyer or legal representative.

Step 4: Decision

If the investigating team determines that harassment or discrimination did not occur, the complainant will be so notified and no disciplinary action will be taken against the faculty, staff, or student.

If the investigating team determines that harassment or discrimination did occur, the complainant will be so notified and appropriate disciplinary action will be taken against the faculty, staff, or student.

Step 5:  (when and if applicable) Discipline

For a faculty or staff member, disciplinary action will be taken based on the nature, type, and extent of the harassment or discrimination and may include– but not be limited to: verbal warning, written reprimand, probation, suspension for a specified of time, or dismissal/termination.

For a student, disciplinary action will be taken based on the nature, type, and extend of the harassment or discrimination and may include but not be limited to: verbal warning, written reprimand, probation, suspension for a specified period, or dismissal/expulsion from ATMU.

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