Sexual harassment, whether between people of different sexes or the same sex includes, but is not limited to, unwelcome sexual advances, requests for sexual favors, and other behavior of a sexual nature when:
Conduct and behaviors prohibited by the University's Sexual Harassment Policy include, but are not limited to:
Special note: Physical assaults of a sexual nature, or attempts to commit these acts, are forms of unlawful harassment and are criminal acts under the Washington law. Incidents of this nature should be reported to Campus Public Safety and/or the police.
Individuals who report a complaint of alleged sexual harassment may not be reprimanded or discriminated against in any way for initiating an inquiry or complaint in good faith. Further, the laws pertaining to sexual harassment make it unlawful to retaliate or to take reprisal in any way against anyone who has articulated a concern about sexual harassment or has participated or cooperated in the investigation of a complaint.
Relationships that might be appropriate in other circumstances have inherent dangers when they occur between any employee and his supervisor. These relationships are unethical and unprofessional and are therefore prohibited by the University.
All employees of the University have a number of resources available to discuss sexual harassment concerns or questions. Available resources include, but are not limited to:
These resources afford an employee the opportunity to discuss a concern or situation and the available options. These resources also offer employees the opportunity to gain information about the University's formal sexual harassment complaint procedures.
Educational efforts are essential to sustain a University environment that is as free as possible of sexual harassment, that fosters respect for all individuals, and that observes high standards of conduct in consensual relationships. The primary goals to be achieved through education include:
The AVP for IE/EOO arranges regular training sessions for employees about prevention of sexual harassment. The intent of this training is to maintain an academic and work environment free of harassment. An environment that is free from sexual harassment provides for the opportunity for each to reach their potential in the performance of their educational pursuits or assigned position. A sexual harassment pamphlet is published and distributed to the University community on a regular basis. A copy is provided to every employee on hire and available in appropriate campus centers and offices. A copy of the University's sexual harassment policy is placed in the Faculty Handbook as a reference for faculty members. A copy of this policy is readily available in campus centers and offices and is also posted at the University's internal and external web sites.
A letter is issued annually from the Office of the AVP for IE/EOO to the campus community, reminding employees and students of the contents of the University's sexual harassment policy.
In many instances, informal discussion can be useful in resolving perceived instances of harassment or unprofessional conduct. Problems are sometimes easier to resolve when an informal atmosphere encourages people to identify the difficulty, talk it out, and agree on how to deal with it. Even where a formal complaint may have been submitted, the VP for HR/EOO can often assist an individual in bringing about an informal satisfactory resolution without a formal investigation. The University retains the right to investigate or address concerns even without a formal complaint or to initiate an investigation of its own volition.
If either party is not satisfied with the resolution or determination of the complaint, that party may file a written appeal with the AVP of IE/EEO or the Executive Vice president. The appeal must be filed within ten (10) working days of the determination. AVP of IE/EEO or the Executive Vice president makes a decision on the appeal of the determination within thirty (30) days of receipt, and notifies the parties in writing of that final determination.
An appeal to corrective action or discipline on the basis of sexual harassment is handled according to the applicable procedures outlined above. In addition to internal disciplinary procedures, certain matters may be referred for legal action (either civil or criminal) by either the complainant or the University.
To the extent that it is practical, the complainant and the alleged offender are informed of steps taken during the investigation.
A complainant who is intentionally dishonest in making an allegation of sexual harassment, or who makes a complaint maliciously, is subject to University disciplinary procedures, according to applicable disciplinary guidelines (Faculty Handbook, University policies, or student policies.) Reasonable steps may also be taken to restore the reputation of the accused if it was damaged.
The University's intention is that through these procedures any complaints are resolved internally except where criminal activity is involved. An aggrieved individual may also file a complaint with federal and state agencies, such as:
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The use or sale of tobacco products is prohibited on and within all Seattle University owned, leased, or managed property and at university sponsored off-campus events. Products approved by the Food and Drug Administration for the uses of mitigation, treatment, or prevention of disease are permitted under this policy. Repeated violations of this policy may result in disciplinary or corrective action.
Each department head, faculty member, manager, supervisor, operator, or other person in charge of an area is responsible for enforcing the University's policy.
The University allows the employment of relatives in the same administrative or academic units so long as:
No preferential treatment of a relative can be used to deny equal opportunity to other employees. Furthermore, any relative hired by the University must meet normal faculty or employee selection qualifications. For purposes of this policy, "relative" means spouse, state registered domestic partner, legally domiciled adult, mother or father, mother-in-law or father-in-law, son or daughter, brother or sister, son-in-law or daughter-in-law, aunt or uncle, niece or nephew, grandparent or grandchild.
The University maintains standards and expectations for employee use of telephones, electronic mail, and Internet access. Violations of these standards will result in corrective action. Information about these standards is available on the Office of Information Technology website at Computer Acceptable Use Policy.
The University is committed to providing for the safety, security, and welfare of the entire campus community. Campus Public Safety is primarily responsible for meeting this commitment including handling emergencies. In case of an emergency:
There are some emergencies that demand an immediate response from the Seattle Police, Fire, or Medical Aid Unit(s). Examples of these situations are:
In the case of an emergency requiring an immediate response by Seattle Police, Fire, or Medical Aid Unit(s):
If a disabled occupant is unable to exit a building unassisted, building personnel should assist the individual(s) to the nearest fire exit landing. Telephone Campus Public Safety at 5-911 or send a runner to Campus Public Safety at the University Services Building and advise the location of the disabled occupant. Transporting of disabled individuals should be avoided until emergency personnel arrive unless imminent life-threatening conditions exist in close proximity.
The President of the University may suspend the operation of all or any portion of the University in an emergency situation. The University will operate under emergency conditions during civil disturbances, riots, electrical or mechanical shutdown, severe weather conditions, or other similar situations. Temporary emergency conditions exist until normal operations can be resumed. The Provost may suspend classes while keeping the administrative offices of the University open. Employees are expected to work if offices are open.
Employees affected by suspended operations are given prior notice when possible. All employees are notified through the radio and television media on stations KIRO, KOMO, KING, KUOW and KPLU radio and KCPQ-TV and Northwest Cable News, or by calling the university's Campus Events and Emergency Hotline (296-2200) in the early morning when suspension of university operations is questionable. The Hotline will also carry closure announcements and information about any scheduled programs or activities that will be affected. Closure notices will be posted on Seattle University's public website.
Each employee is responsible to listen to the radio or call into the university to find out if operations are suspended.
Employees are paid regular wages during the time the University's operations are suspended. The University administration determines if compensation continues during an extended suspension.
The University requires all employees to have a University CampusCard ID. Employees will need to show their CampusCard to access facilities and copy machines as well as take advantage of amenities such as the library, the bookstore, dining rooms, Redhawk Center, and computer labs. Permanent, temporary and replacement cards are issued at the CampusCard Office. CampusCards must be returned on separation from the University.
Employees are responsible for notifying HR of changes in address, telephone number, or tax status.
Keys may be given to the appropriate employee for their office, classroom, and/or building. Key authorization forms are available in Campus Public Safety. Under no circumstances may an individual have keys duplicated or permit them to be duplicated. Keys must be returned on separation from the University.
All thefts of or damage to University property by any person must be reported promptly to Campus Public Safety. A report form is available in that office.
Parking permits and a copy of current parking regulations can be obtained from Campus Public Safety.
The University expects from all employees professional conduct consistent with the University's values and operating standards. The University's assets (including offices, equipment, and confidential information) are intended to support University business purposes. While on University property, employees are prohibited from engaging in personal business enterprise activities for profit. To do so will place the University's not-for-profit status at risk.
Employees are responsible for the care and security of University equipment while under their control. Employees must limit their use of University supplies and equipment (assets) both on and off-campus to official activities and functions of the University. Departments must keep a current record of property located off-campus in the form of descriptions, inventory identification numbers, period of time and location of property taken off-campus, and the person(s) accountable for the property. University policy prohibits the use of University assets for personal use without the proper documentation and/or written authorization by the area Vice President. An employee whose employment has terminated must return all University equipment as of the date of separation from the University.
A conflict of interest also arises if an employee:
The University recognizes the important role animals can play in the lives of employees and students. At the same time, certain animals are not suitable companions to bring on campus, and there are people who have fears or allergies associated with certain animals. Therefore, no animals, with the exception of service dogs and animals being used for instructional purposes, are allowed in campus buildings during hours of instruction or normal business operations. Any exceptions to this policy must be approved by the vice president/provost responsible for the operational area where a person seeks to have an animal inside campus buildings.
For the purposes of the policy, the following definitions apply:
No animal other than a dog, a service dog, or a demonstration animal may be on university property at any time. No dogs, except service dogs, are permitted in classroom buildings during hours of instruction or normal business operations. If a vice president/provost has approved the presence of a dog in a work area during hours of instruction or normal business operations, the dog owner must post a sign in the office area stating that a dog is present. At no time are dogs, except for service dogs, permitted in food service areas such as the Sidebar, the Bottom Line, or the Cherry Street Market. Employees are permitted to have in their work area fish in aquariums holding 10 gallons of water or less.
The University's Student Handbook, Guide to Residence Hall Living, and related residence life policies govern the presence of animals in University housing.
Whenever a dog is on the University's campus in accordance with this policy, the dog must be kept on a leash at all times. The dog owner is responsible for caring for the dog, ensuring the safe and responsible behavior of the dog, and preventing the dog from chasing squirrels, birds, or other wildlife on campus. The dog owner is also responsible for cleaning up all messes the dog may make, including properly disposing of waste the dog leaves in outdoor areas of campus (this does not apply to service dogs and their owners).
When a concern is raised about an animal on campus, employees and students are encouraged to inform the person with the animal about the university's policy. If a concern is not resolved, employees should consult their immediate supervisor or Human Resources, and students should consult Student Development. Human Resources and Student Development have the authority to make final determinations about individual cases.
Questions about this policy should be directed to Human Resources at ext. 5870. Questions about animals in university housing should be directed to Residence Life and Housing at ext. 6305. Students with questions about animals in other campus buildings should contact Student Development at ext. 6066. Questions about proper cleanup of indoor dog messes should be directed to Campus Support Services at ext. 2639.
Seattle University is committed to providing a learning and working environment that is safe for all members of the community. The university will not tolerate violent acts on its campus, at off-campus locations administered by the university, or in its programs. This policy of "zero tolerance" extends not only to actual violent conduct but also to threats, intimidation, and disruption whether by students, faculty, staff, or visitors to the university.
This policy is intended to guide members of the Seattle University community both in preventing acts of violence and in responding to them when they occur on or in relation to the university's campus. The Workplace Violence Policy applies to all Seattle University work locations including offices, classrooms, work sites, vehicles, and field locations.
Violent or threatening behavior can include, but is not limited to:
Violence in the workplace includes relationship violence that intrudes into the workplace, endangering a person in the relationship or others in the workplace. Relationship violence is physically, sexually, and/or psychologically abusive behavior that a household member or dating partner uses to establish and maintain control over another person.
Verbal threats, threatening behavior, or acts of violence by an employee against other employees, students, vendors, or campus visitors will not be tolerated. Violation of this policy will result in appropriate disciplinary action, including potential dismissal. Arrest and criminal prosecution by off-campus authorities is also possible.
Threats or acts of violence will be taken seriously and will be investigated promptly by the University. Employees who make substantial threats, exhibit threatening behavior, or engaging in violent acts on university property will be removed from the campus as quickly as safety permits.
It is a condition of employment that the university may take all immediate action that it determines is necessary to prevent or mitigate a perceived threat of violence or an act of violence or threatened violence. Administrative actions, such as stay-away orders, interim leave of absence, work at home, and interim suspension of students, may be taken by the university with or without notice or cause. Policies and procedures for discipline are not applicable where the university takes administrative action for safety purposes.
The University will not permit retaliation against anyone who, in good faith, brings a complaint of campus violence or serves as a witness in the investigation of a complaint of campus violence.
Procedures have been established that university faculty and staff must follow to report incidents of violence in the workplace, or to report concerns about situations that could become violent. These procedures have been created to ensure that incidents receive an appropriate and timely response.
To report an Imminent Threat or Potential Threat happening on campus: Immediately contact the Department of Campus Public Safety (206-296-5911) or use one of the “Blue Light” emergency phones located around campus or use the Public Safety walk-up window in the University Services Building. All three of these resources are available 24 hours per day, 7 days per week.
To report an Imminent Threat or Potential Threat happening off campus: Immediately call 911, then contact the Department of Campus Public Safety (206-296-5911) or use one of the “Blue Light” emergency phones located around campus.
Immediately contact the Department of Campus Public Safety (206-296-5911) or use one of the “Blue Light” emergency phones located around campus. These resources are available 24 hours per day, 7 days per week.
In all cases, employees who receive any complaint or concern involving violence, including knowledge of an order for victim protection must bring the matter to the immediate attention of the Department of Campus Public Safety (206-296-5911).
The Department of Campus Public Safety will investigate all complaints of violence. Public Safety will collaborate with the Office of Human Resources in instances where an employee is suspected of committing workplace violence. Students who engage in such behavior will be addressed in accordance with the Student Code of Conduct and associated protocols. Local law enforcement may also be involved in responding to and investigating workplace violence incidents as appropriate.
Federal Drug-Free Work-Place Act of 1988
It is the policy of Seattle University to prohibit the use, possession or storage of hover boards or similar electronic self-balancing skateboards or scooters on real property owned or controlled by the University.
This policy shall apply to all persons present on or in real property owned or controlled by the University. Real property owned or controlled by the University includes all buildings, classrooms, laboratories, clinics, venues, parking areas, sidewalks, housing facilities, outbuildings, common areas, and all other real estate under the control of the University, including without limitation all such real property owned by or leased, rented, or licensed to the University.
For the purposes of the policy, the following definitions apply:
Hover boards or similar electronic self-balancing skateboards or scooters are defined as a type of portable, rechargeable battery-powered scooter. They typically consist of two wheels arranged side-by-side, with two small platforms between the wheels, on which the rider stands. The device is controlled by the rider’s feet.
Questions about this policy should be directed to Human Resources at ext. 5870.