>>>
<kruscio@wlu.edu> 09/13/06 3:46 PM >>>
From
kruscio@wlu.edu, submitted by: Jodi Owsley
** This message was distributed by the Broadcast Mailer at W&L **
To the Washington and Lee Community,
As part of our ongoing efforts to inform the campus community of our
policies and procedures on unjust discrimination, harassment,
retaliation and sexual misconduct, I am sending this notice of our
updated University policies and of relevant resources available to
the entire University community.
harassment, on the basis of race, color, religion, national or
ethnic origin, sex, sexual orientation, age, disability, or
veteran's status in its educational programs and activities and with
regard to employment. W&L also prohibits retaliation by individuals
or organizations against a complainant or anyone involved in the
complaint process.
The University Policy on Prohibited Discrimination, Harassment and
Retaliation may be found at
http://counsel.wlu.edu/policy/discrim.htm (complaints
against
faculty, staff, and third parties)
The University Policy on Prohibited Student Discrimination,
Harassment, and Sexual Misconduct may be found at
http://counsel.wlu.edu/policy/studiscrim.htm (complaints
against
students).
Complaints of harassment, discrimination or retaliation by a faculty
or staff member should be brought to the attention of any Designated
Officer (Deans Dobin, Murchison, Peppers, and Watkins; Associate
Deans Evans, Ikeda, Knapp, Morant, and Straughan; Provost Williams;
Steve McClure, Director of Human Resources; or Beth Belmont, the
University Mediator). You may also bring a complaint to a
Confidential and Impartial Resolution Resource (persons identified
below), if this contact seems more comfortable. The CAIR contact
will then communicate with the appropriate Designated Officer.
Claims of discrimination, harassment, or sexual misconduct by a
student should be brought to the attention of any CAIR contact
(Tammy Futrell, Melina Bell, Ted Delaney, Jan Hathorn, Andrea Hilton
Howe, Nancy Margand, David Novack, Amy Richwine, Jason Rodocker and
Ann Tomlinson). Alternatively, you may bring a complaint under this
policy to a Designated Officer if that contact seems more
comfortable. Finally, the complaint may be taken directly to the
Student Faculty Hearing Board if you are confident you wish to seek
a campus judicial remedy. In this case, contact a Designated
Officer or member of the SFHB. David Bruck is the faculty chair,
and Kaylee Hartung is the student chair of SFHB. Information about
the CAIR Resource Program can be found linked to the Student Life
web site http://studentaffairs.wlu.edu/deanofstudents/CAIRresources.htm.
If you believe that you have been harassed, sexually assaulted or
discriminated against or if you have been accused of violating the
University policy prohibiting such conduct, CAIR contacts can:
-ASSIST YOU IN UNDERSTANDING the University Policy Prohibiting
Discrimination, Harassment, Retaliation, and Sexual Misconduct.
-EXPLAIN YOUR OPTIONS for informal or formal resolution of
complaints of harassment or discrimination.
-FACILITATE MUTUALLY DESIRED COMMUNICATION between those who feel
they have been subjected to harassing or discriminatory conduct, and
those accused of that conduct.
-PROVIDE CONFIDENTIAL DISPUTE RESOLUTION SERVICES for those who
jointly seek an alternative to formal disciplinary investigation and
proceedings.
If requested, CAIR contacts may . . .
-Receive reports from students who are concerned about conduct that
may violate the University's policy.
-Receive reports from students who are concerned about accusations
that have been made regarding possible violations of the
University's policy.
-Take an oral or written statement from a complainant.
-Contact the respondent, and either take that person's oral or
written statement or refer that person to another CAIR Resource.
-Assist with the informal resolution of a complaint.
-Assist in initiating professional mediation.
-Assist in initiating a formal hearing via the SFHB.
-Inform students about how to file charges with local law
enforcement authorities.
-Inform students about local support services (e.g., counseling,
health care).
-Work with Designated Officers (resources for the University policy
governing faculty and staff) as needed in informally resolving
complaints against faculty & staff.
Informal complaint resolution can take many forms, and could include
the CAIR contact:
-Receiving a report or complaint without taking further action
-Speaking to a respondent on behalf of a complainant
-Performing shuttle diplomacy between a complainant and respondent
-Guiding a mediated discussion between a complainant and respondent
Informal Resolution attempts do NOT eliminate other options under
our policy, such as:
-Working with a University mediator
-Taking a case to the SFHB
-Filing charges with local law enforcement.
Note that the CAIR program does not require that a complainant and a
respondent rely upon the same CAIR contact. A respondent may choose
his or her own CAIR Resource to aid him or her in understanding and
responding to a complaint. In an effort to ensure that all students
have access to CAIR personnel with whom they will feel comfortable,
the Provost of the University has invited a diverse group of
individuals to serve as CAIR Resources (for example, men, women,
members of underrepresented groups, faculty, and staff).
Finally, if a Designated Officer or CAIR Resource is not available,
or an individual needs an alternative forum for bringing forward an
alleged violation of one of these University policies, complainants
may utilize the University's Whistleblower Policy. See
http://counsel.wlu.edu/policy/whistleblower.htm.
University policies periodically undergo review and revision to make
them more effective in handling these types of cases. We will
communicate with the community again when changes are made.
On behalf of the entire University community, I want to thank all of
those who serve the campus community as CAIR contacts and Designated
Officers. All of us should seek out these individuals with any
questions or concerns. W&L takes seriously its commitment to
provide a workplace and learning environment reflecting its guiding
principle of civility. Every member of our community deserves
respect from all other members. No one should be subject to unjust
prohibited discrimination, harassment, retaliation, or sexual
misconduct.
Please circulate a hard copy of this notice to anyone in your
department who does not use email.