I. Non-Discrimination and Harassment Prohibited
Non-Discrimination: It is the policy of Daemen College not to discriminate on the basis of sex, including sexual harassment, in its educational programs, athletic programs, other activities or employment policies as required by Title IX of the 1972 Education Amendments and other applicable anti-discrimination laws.
Non-Violence and Bullying: Daemen College’s violence prevention policies, and response procedures for such incidents, are intended to protect the health and safety of the campus and the community and ultimately to advance the educational mission of the College. Student-athletes are prohibited from engaging in violent acts including assault on a person or property, hate crimes, hazing, stalking, sexual violence, bullying or any other conduct prohibited by College policy and/or law.
Sexual Harassment: Sex discrimination in the form of harassment on the basis of sex includes unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a nature when (1) submission to such conduct is either explicitly or implicitly a term or condition of an individual’s education or employment, (2) submission to or rejection of such conduct by an individual is used as the basis for academic or employment decisions affecting the individual, or (3) such conduct has the purpose or effect of substantially interfering with an individual’s performance or creating an intimidating, hostile, or offensive educational or working environment. Further, Daemen College will take all steps necessary to prevent such discrimination, including the imposition of appropriate sanctions.
Sexual harassment is illegal under both state and federal law. Inquiries regarding compliance with Title IX may be directed to the Title IX campus coordinator, the Associate Vice President for Academic Affairs (Associate Dean of the College) at (716) 839-8301 (campus extension 8301), Room 102, Duns Scotus Hall.
As examples, the following kinds of conduct, or others with a similar harassing effect, are absolutely prohibited if such conduct falls within the definition stated above:
- Abusing an employee or student through insulting or degrading sexual remarks, jokes, innuendoes, or other sexually oriented conduct (including, among other things, graphic or descriptive comments relating to an individual’s body or physical appearance, sexually-oriented teasing or pranks, improper suggestions, objects or pictures, or unwanted physical contact); or
- Threats, demands or suggestions that a student’s status depends in any way upon tolerating or accepting sexual advances or sexually oriented conduct
Any harassment of Daemen College employees, students, or applicants in violation of these rules is absolutely prohibited and will not be tolerated.
Other Unlawful Harassment: Unlawful harassment is defined as verbal or physical conduct, which denigrates or shows hostility or aversion to an individual because of his or her race, color, gender, sexual orientation, age, religion, national origin, marital status, veteran status, disability, genetic predisposition, carrier status, or status as a victim of domestic violence, or that of his or her relatives, friends, or associates, and which:
- Has the purpose or effect of creating an intimidating, hostile, or offensive working or educational environment; or
- Has the purpose or effect of unreasonably interfering with an individual’s performance; or
- Otherwise adversely affects an individual’s educational or employment
As examples, the following kinds of conduct, or others with similar harassing effect, are absolutely prohibited if such conduct falls within the definition stated above:
- Abusing a student or employee through epithets, slurs, negative stereotyping, or threatening, intimidating or hostile acts (even if claimed to be “jokes” or “pranks”) which relate to race, color, gender, sexual orientation, age, religion, national origin, marital status, veteran status, disability, genetic predisposition, carrier status, or status as a victim of domestic violence; and
- Written or graphic material which denigrates or shows hostility or aversion toward an individual or group because of race, color, gender, sexual orientation, age, religion, national origin, marital status, veteran status, disability, genetic predisposition, carrier status, or status as a victim of domestic violence; and is displayed or circulated in the educational environment or
Any harassment of Daemen College employees, students or applicants in violation of these rules is absolutely prohibited and will not be tolerated.
No Retaliation: Retaliation against students, applicants, or employees for exercising their rights under this policy is also strictly prohibited and will not be tolerated. This includes retaliation for inquiring about one’s rights, or for making an honest complaint of a violation or possible violation, or for truthfully assisting in a complaint investigation.
No One Has Authority To Violate This Policy: Under no circumstance does any faculty member, administrator, coach, other employee, or student of the College, or any other person, have any authority whatsoever to engage in discriminatory, harassing, or retaliating conduct in violation of this policy. If anyone claims to have such authority, or you have any questions about whether conduct that you find objectionable is authorized by the College, please contact the Associate Vice President for Academic Affairs, who is the College’s Equal Opportunity and Affirmative Action Officer.
Reporting Procedures: Students, applicants, and employees are encouraged to promptly report any conduct that they believe violates this policy. If the College does not know about the conduct, it cannot act. Complaints or inquiries should be made confidentially to the Associate Vice President for Academic Affairs, who is the College’s Equal Opportunity and Affirmative Action Officer. Alternatively, you may initially discuss the matter with any other employee of the College, or involve any other person to help you in bringing your complaint forward, so long as your complaint is promptly brought to the attention of the Associate Vice President. The matter must always be reported to the Associate Vice President because of the need for consistency and centralized decision-making in the application of this policy.
Complaints will be handled pursuant to the Grievance Procedure in Discrimination and Harassment Cases which may be found in the Student Handbook. Complaints and inquiries will be kept confidential to the extent practicable, consistent with the need to conduct an adequate investigation. Any employee or student who is found to have violated this policy will be subjected to appropriate disciplinary measures up to and including termination or expulsion.
Please do not allow conduct that may violate this Policy to continue unreported. It is extremely important that this be reported so that the College can act to stop such conduct at the earliest possible time.