1. HARASSMENT POLICY
At ATMU, all faculty, staff, and students should be able to enjoy a teaching and learning environment that is free from harassment of any nature. Harassment based on personal characteristics such as gender, sexual orientation, race, cultural origin, veterans’ status, pregnancy status, skin color, ethnicity, religion, age, or disability is strictly prohibited and in violation of ATMU policy. Examples of sexual harassment include, but are not limited to, non-consensual sexual contact of any type; sexual exploitation; aiding, abetting, or facilitating sexual misconduct; relationship violence; and stalking.
2. SEXUAL HARASSMENT POLICY
Sexual harassment is defined as one or more of the following:
- Unwelcome sexual behavior, request for sexual favors, verbal or physical conduct of sexual nature.
- Unwelcome sexual conduct that affects an individual’s work performance, or creates an alarming, aggressive, or abusive work environment.
- Sexual pranks/ teasing/ jokes/ pictures/ music/ video either in person or via phone, email or social media
- Any touching that represents sexual advances of any nature.
Sexual harassment is prohibited by federal and state law and by ATMU’s policy. Sexual misconduct is also contradictory to the University’s mission and values and will not be tolerated in our community.
3. SEXUAL HARASSMENT REPORT PROCEDURE
Step 1: Compaint Filed
- Any ATMU faculty, staff, or student who experiences sexual harassment is encouraged to send an email or to the ATMU president at firstname.lastname@example.org.
- 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 alleged sexual harassment and include as much detailed information as possible regarding the incident: who, what, where, when.
- If the alleged sexual harassment 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 sexual harassment 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 sexual harassment 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 sexual harassment 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 sexual harassment and may include but not be limited to: verbal warning, written reprimand, probation, suspension for a specified period, or dismissal/expulsion from ATMU.