(A) Harassment and discrimination are
prohibited
Respect for human diversity is an essential
element of the Miami university community. Members of the Miami university
community have the right to an environment free of conduct that unreasonably
interferes, hinders, or otherwise denies another a suitable working, living, or
learning environment. Therefore, members of the university community should
refrain from harassing others or creating an environment that denies others a
suitable working, living, or educational environment. Miami university strongly
opposes and will not tolerate harassment or discrimination on the basis of age,
color, disability, gender identity, or expression, genetic information,
military status, national origin (ancestry), pregnancy, race, religion,
sex/gender, status as a parent or foster parent, sexual orientation or
protected veteran status in its activities, programs, admission, and
employment. This prohibition extends to harassment or discrimination, based on
the protected status listed in this paragraph, including the creation of an
intimidating, hostile, or offensive working, educational, or living
environment. This rule is intended to address all forms of prohibited
harassment and discrimination except for allegations of sexual harassment,
sexual misconduct, interpersonal violence (stalking, dating violence and
domestic violence) which are addressed separately in the Title IX protocol
-sexual misconduct policy and procedures for students and Title IX protocol
-sexual misconduct policy and procedures for employees at Miami
university.
Harassment and discrimination are illegal. This
rule is not intended to impair or limit the right of anyone to seek a remedy
available under state or federal law. Legal remedies may be pursued outside
Miami university by contacting the equal employment opportunity commission, the
Ohio civil rights commission, the United States department of education office
for civil rights, or by consulting an attorney at the person's own
expense. Under the law, there are various time limits for filing charges
outside the university. Persons should contact the agencies listed in this
paragraph or an attorney to determine the applicable time limits.
This rule may in some respects exceed the
requirements of applicable law. However, this rule will not be enforced so as
to infringe upon first amendment rights, including the right to academic
freedom.
(B) Definitions
For the purpose of determining whether particular
conduct constitutes a violation of this rule, the following definitions will be
used:
(1) Discrimination:
conduct that is based on a person's age, color, disability, gender
identity or expression, genetic information, military status, national origin
(ancestry), pregnancy, race, religion, sex/gender, status as a parent or foster
parent, sexual orientation or protected veteran status in its activities,
programs, admission, and employment that:
(a) Adversely affects a term or condition of a person's
employment, education, living environment or participation in a university
activity; or
(b) Is used as a basis for or a motivating factor in decisions
affecting the person's employment, education, living environment or
participation in a university activity.
(c) Examples of conduct prohibited by this policy include but are
no means limited to taking any of the actions listed in this paragraph based on
a person's age, color, disability, gender identity or expression, genetic
information, military status, national origin (ancestry), pregnancy, race,
religion, sex/gender, status as a parent or foster parent, sexual orientation
or protected veteran status (protected class status):
(i) Denying a person
access to an educational program;
(ii) Denying salary
increases and/or promotions;
(iii) Preventing a person
from participating in any activity or program or using university facilities or
services; or
(iv) Using protected
class status as a motivating factor in making a decision about employment or
educational opportunities.
(2) Harassment:
Harassment is unwelcome conduct that is based on a person's protected
class status: age, color, disability, gender identity or expression, genetic
information, military status, national origin (ancestry), pregnancy, race,
religious, sex/gender, status as a parent or foster parent, sexual orientation
or protected veteran status.
Harassing conduct may include, but is not
limited to, offensive jokes, slurs, epithets or name calling, physical assaults
or threats, intimidation, ridicule or mockery, insults or put-downs, offensive
objects or pictures, and interference with work performance.
Harassment becomes a violation of this rule
when:
(a) Enduring the offensive conduct becomes a condition of
continued employment; or
(b) The conduct is sufficiently severe or pervasive enough
to create a work environment that a reasonable person would consider it
intimidating, hostile, or abusive. For conduct to constitute harassment it mist
be more than offensive; it must be so severe or pervasive that it effectively
denies the victim access to the university's programs or activities or
unreasonably interferes with the victim's working, educational or living
environment.
(C) Coverage
This rule applies to all aspects of Miami
university's operations, programs and activities, including regional
campuses. It applies to all university students and employees, including
faculty, unclassified staff, classified non-bargaining staff, bargaining unit
staff, and student employees. It also applies to all vendors, contractors,
subcontractors, and others who do business with the university. It applies to
all visitors or guests on campus to the extent that there is an allegation of
harassment or discrimination made by them against university students or
employees. This rule also applies to harassment or discrimination that occurs
outside the educational program or workplace if the conduct negatively affects
a person's educational or work environment.
(D) Information and
assistance
General information regarding this rule is
available at the office of equity and equal opportunity, Hanna house, Miami
university, Oxford, Ohio 45056, (513) 529-7157.
Section 504 of the Rehabilitation Act of 1973
and the Americans with Disabilities Act coordinator- Section 504 and the ADA
are federal laws prohibiting discrimination on the basis of disability. The
university's Section 504 and ADA coordinator is Ms. Kenya Ash, director
of the office of equity and equal opportunity, Hanna house, Miami university,
Oxford, Ohio 45056. Ms. Ash may be reached at (513) 529-7157 or
ashkd@MiamiOH.edu.
(E) Retaliation is
prohibited
Any retaliatory action or conduct taken by any
person against a person who has sought relief under this rule is strictly
prohibited and will be regarded as a separate and distinct violation of this
rule. Examples of retaliatory action include assigning low grades, assigning
undesirable teaching or work schedules, and/or giving deflated performance
evaluations. This protection against retaliation extends to any person who
opposes acts of harassment or discrimination or who testifies, assists, or
participates in any manner in an investigation, proceeding, or hearing relative
to harassment or discrimination.
(F) Action
If the university determines that reasonable
cause exists to believe that a violation of this rule has occurred, the
university will take action to provide appropriate additional relief. This rule
provides for reliable and impartial investigation of harassment or
discrimination. When harassment or discrimination does occur, the university
will take appropriate steps to prevent its recurrence and remedy the
discriminatory effect on the complainant (or alleged victim if different from
the complainant) and others, as appropriate. The university may also initiate
appropriate disciplinary action under paragraph (L) of this rule.
(G) Reporting harassment, discrimination,
or retaliation- duty to report
Any person who believes he/she has been subjected
to discrimination, harassment, or retaliation may report the behavior directly
to the office of equity and equal opportunity (office of equity and equal
opportunity).
All employees who become aware of alleged
protected class discrimination or harassment as defined in this rule are
required to report it to the office of equity and equal opportunity This
includes administrators, supervisors, managers, faculty and staff.
Graduate assistants, resident assistants (RAs),
orientation leaders (souls) and student managers in campus services are also
required to report.
Exemptions:
(1) Employees with a
legal privilege of confidentiality under Ohio law (including doctors, licensed
counselors, and their staffs) are not required to report when the information
is obtained in the course of a confidential communication.
(2) Researchers are not
required to report if the information is disclosed by a subject during
participation in an institutional review board approved human subjects research
protocol (IRB research). The university's institutional review board
(IRB) may, in appropriate cases, require researchers to provide such
information to all student subjects of IRB research.
In addition to reporting discrimination and
harassment, information regarding alleged retaliation as described in paragraph
(F) of this rule must also be reported.
office of equity and equal opportunity will
conduct a preliminary assessment of the report. The report should not be made
to the person who is alleged to be engaging in discrimination, harassment, or
retaliation.
Anonymous reports will be accepted; however, the
university's options for investigating or resolving anonymous reports may
be limited because of the unique challenges presented. However, office of
equity and equal opportunity reviews and takes appropriate action on all
reports including anonymous reports.
(H) Advisors
Any person who reports alleged harassment,
discrimination, or retaliation) and any person against whom such an allegation
is made may be accompanied at all stages of the process described in this rule
by an advisor. Advisor means any individual who provides support, guidance, or
advice to the accuser or the respondent. The role of the advisor is only to be
present; the advisor will not be provided documentation or permitted to
interject during any part of a meeting. If an advisor is determined to be
unreasonably interfering with the investigation, he or she may be asked to
leave.
(I) Making a report of harassment,
discrimination, or retaliation
A report may be filed at any time regardless of
the length of time between the alleged occurrence and the decision to report.
However, the university strongly encourages persons to report promptly in order
to facilitate an effective investigation and access to information. A delay in
reporting may compromise the investigation.
(J) Investigation of a
report
Office of equity and equal opportunity may
facilitate an informal resolution of the report. An informal resolution of the
report does not bar a subsequent formal resolution. The university does not use
mediation to resolve reports.
Within thirty calendar days of receipt of a
report, office of equity and equal opportunity will conduct an investigation to
determine whether there is reasonable cause to believe that a violation of this
rule has occurred, including the extent and severity of the violation. The
parties will have the opportunity to be accompanied by an advisor, to present
information and respond to written reports, and to ask that witnesses be
interviewed. At the completion of the investigation, office of equity and equal
opportunity will issue a written report of its investigation that includes a
finding of reasonable cause or no reasonable cause and related recommendations.
office of equity and equal opportunity's findings will be based on a
preponderance of the evidence. A preponderance of the evidence is the evidence
that has the most convincing force; that is the greater weight of credible
evidence. office of equity and equal opportunity will consider all relevant
information presented. This standard of evidence essentially asks, "is it
more likely than not that our rule was violated?"
A copy of the office of equity and equal
opportunity report will be given to both the complainant and the respondent.
After the office of equity and equal opportunity report is issued, both the
complainant and the respondent are permitted to review the office of equity and
equal opportunity investigation file.
(K) Review
The complainant and the respondent each have the
right to challenge the conclusion in the report by requesting a review by the
vice president for institutional diversity and inclusion. A request for review
must allege one or more of the following deficiencies in the investigative
report:
(1) That an alleged
material violation of this rule occurred that resulted in a failure to conduct
a reasonably thorough investigation, in which case the matter will be remanded
back to office of equity and equal opportunity for additional
investigation;
(2) That new evidence
exists that was not available at the time of the investigation; or
(3) The conclusion is
clearly erroneous and not supported by the investigation.
Requests for review must be submitted to the vice
president for institutional diversity and inclusion within five class days of
the issuance of the office of equity and equal opportunity report (class days
include exam week).
The request for review must be submitted in
writing, stating the basis for review and with all supporting materials
attached. The request for review will be shared with all parties and the office
of equity and equal opportunity for their response, if any. Responses shall be
filed within five class days of the parties' and office of equity and
equal opportunity's receipt of the request for review.
The vice president for institutional diversity
and inclusion will issue a written report and share it with all parties and the
office of equity and equal opportunity.
(L) Disciplinary action
If there has been a finding of reasonable cause
and a recommendation that the respondent be subjected to appropriate
disciplinary action either in the office of equity and equal opportunity report
or as a result of a review, the discipline, if any, to be imposed will be
determined according to the procedures described in the student conduct
regulations, if the respondent is a student; the Ohio civil service law or a
collective bargaining agreement then in effect, whichever is applicable, if the
respondent is a member of the classified staff; rule 3339-13-07 of the
Administrative Code if the respondent is a member of the unclassified staff; or
rule 3339-8-03 of the Administrative Code, if the respondent is a member of the
instructional staff.
If disciplinary action is initiated, the
complainant, the respondent, the person or office initiating disciplinary
action, and the hearing officer/ body will be entitled to full access to the
office of equity and equal opportunity investigation file and the file, if any,
of the review.
If there has been a finding that reasonable cause
exists to believe that a vendor, contractor, subcontractor, visitor, guest or
other person who does business with the university has violated this rule, the
matter shall be referred to the senior vice president for finance and business
services for appropriate administrative action.
(M) Legal options
Complaints may also be filed with the United
States department of education office for civil rights
(www2.ed.gov/about/offices/list/ocr/docs/howto.html) or by consulting an
attorney at the person's own expense.
(N) Miscellaneous
The university is committed to addressing all
reports of harassment and discrimination in a prompt and equitable manner. The
university uses its best efforts to complete the investigation of all reports
within thirty calendar days. This timeline may be extended based upon the
complexity, severity and extent of the alleged violation. The timeline may also
be affected by the winter or spring break periods and summer or winter terms.
This timeline does not include requests for review.
After a report of harassment or discrimination
has been made, subsequent time limits specified in this rule may be extended by
the vice president for institutional diversity and inclusion. Notice of the
extension will be made in writing and will include the reason for the
extension. Notification of extension will be made to both the complainant and
the respondent.
It is a violation of this rule to knowingly make
a false allegation of harassment or discrimination. However, failure to prove a
claim of harassment or discrimination is not equivalent to making a false
allegation. It is also a violation of this rule for an respondent or other
person interviewed by office of equity and equal opportunity to knowingly make
a false statement.