Contact:
Human Resources
Office: (417) 873-7434
Fax: (417) 873-6987
hr@drury.edu

Staff Policy Handbook

Part VII: Employment Policies


711 - Anti-Harassment Policy

Drury is committed to providing a professional work and learning environment free of unlawful discrimination and harassment. Harassing action, words, jokes, or comments based on an individual's gender, race, color, Vietnam veteran status, national background or ethnicity, disability, age, religion, sexual orientation or any other legally protected characteristic or activity will not be tolerated. While this policy primarily addresses sexual harassment, it applies equally to all types of harassment. This policy applies to harassment of university employees and students by faculty, staff, students, supervisors, co-workers or non-employees such as vendors. Drury will not tolerate harassment by anyone including but not limited to: faculty, staff, students, supervisors, co-workers or non-employees such as vendors.


Sexual Harassment

It is the policy of Drury University that no member of the faculty or staff shall engage in amorous or sexual relations with, or make amorous or sexual overtures to, any student over whom he or she holds a position of authority with regard to academic or administrative judgments and/or decisions.

Sexual harassment includes unwelcome sexual advances or comments, requests for sexual favors or other verbal or physical conduct of a sexual nature. These actions constitute sexual harassment when:

a. such conduct has the purpose or effect of unreasonably interfering with an individual's academic or work performance, or creating an intimidating, hostile, or offensive academic or work environment; or

b. Submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual's academic or employment retention or advancement; or

c. Submission to, or rejection of, such conduct by an individual is used as the basis for academic or employment decisions affecting the individual.

Process for Harassment Complaint and Investigation

Any employee or student who feels that he or she has been subjected to any illegal harassment should follow the procedure for handling harassment complaints. Employees and students are encouraged to advise the harassing party that his/her comments and/or actions are not welcome or are inappropriate. If these direct efforts to address the questionable behavior fail, or if the person is uncomfortable confronting the harassing party, he/she should report the harassment at once, and not wait to make the report until the situation becomes severe or the behavior becomes frequent. All complaints of harassment will be promptly and thoroughly investigated. Violations of this Policy are serious disciplinary infractions and may result in disciplinary action up to and including discharge.

Any employee or student, including supervisors or managers, who believes he or she has been subjected to harassment or believes that behavior which could be reasonably perceived as harassment has occurred should promptly report the incident(s) to his/her supervisor or directly to one of the following: the Director of Human Resources, the V.P. for Academic Affairs, or the V.P. for Student Services. The report, which need not be in writing, should include all facts and the identity of all witnesses to the incident. Any supervisor or faculty member who receives any report or complaint of harassment - whether informal or formal - must immediately report it to the Director of Human Resources, the V.P. for Academic Affairs, or the V.P. for Student Services, even if the person has asked that no action be taken on the report or complaint. Drury will investigate the situation by interviewing the complainant, the alleged harasser, and other persons where appropriate. Each party to the investigation must cooperate in the investigation. We will endeavor to maintain confidentiality with respect to the complaint and investigation to the degree that it can be maintained while we conduct a thorough investigation. To enable confidentiality, each party to the investigation must maintain in complete confidence any interviews, questions, or other matters with respect to any such investigation.

Employees and students can raise concerns and make good faith reports about harassment without fear of reprisal. Retaliation by any person against a person making a report or participating in an investigation is absolutely prohibited and will result in disciplinary action. Knowingly making false allegations of fact is also prohibited and may result in disciplinary action imposed by the University after conclusion of the investigation. No such discipline shall be imposed by the alleged harasser.

Anyone who is found to have engaged in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment, exclusion from the campus or expulsion.

Staff members are required to complete an Acknowledgement of Anti-Harassment Policy Form and forward a copy to the Human Resources Department.

Related Links:

Preventing Sexual Harrassment Training

Next Section
712 - Procedure for Handling Harassment Complaints
Previous Section
710 - Problem Resolution
Table of Contents