Title IX Policies
Eastern International College prohibits any form of sexual harassment involving any of its employees in the employment relationship. The College has a firm belief and has established a policy that all employees are entitled to work in an environment free of discrimination or intimidation based on sex. Any act, comment or behavior which is of a sexually suggestive or harassing nature and which in any way interferes with an employee’s performance or creates an intimidating, hostile or offensive environment is strictly prohibited.
Sexual harassment undermines the integrity of the relationships between employees. Harassment consisting of either physical or verbal conduct of a sexual or harassing nature (such as unwelcome sexual advances, requests for sexual favors, repeated overt offensive sexual flirtations, continued or repeated abuse of a sexual nature, graphic or degrading comments about an individual, the display of sexually suggestive objects or pictures, or any offensive or abusive physical contact) will not be tolerated of any employee. This prohibition against sexual harassment covers not only the relationships between employees of the College but also covers the relationships between employees of the College and third parties in the employment context.
Sexual harassment does not require physical contact, but merely has to create an unwelcome environment. Occasional compliments of a socially acceptable nature do not constitute sexual harassment. Sexual harassment is behavior which is not welcome, which is personally offensive, which undermines morale, and which, therefore, interferes with work effectiveness.
Employees, without any fear of reprisal, have the responsibility to bring any form of sexual harassment to the attention of their supervisor or department head so that a confidential investigation may be immediately begun into the circumstances of the incident and the allegations of an employee who believes that he or she is or has been the object of sexual harassment. Following this investigation, a review of the results of the investigation with the person(s) involved will be conducted and corrective and/or disciplinary action will be taken against the responsible employee(s), up to and including immediate termination of employment.
Any supervisor or department head to which such a report is made will immediately investigate the matter and report it to the President. If an employee is uncomfortable with initially reporting such harassment to his or her supervisor or department head, he or she should go directly to the Vice President responsible for his/her area. If uncomfortable with initially reporting, such harassment to the Vice President, he or she should go directly to the President.
In the event the President is alleged to be personally involved in harassment, the employee may go directly to the Director of Human Resources who will contact the Chairman of the Board of Trustees. It is the responsibility of the Chairman of the Board to contact the President and inform him/her of the allegation and pending investigation. The Board of Trustees will conduct a confidential investigation and will reach a final disposition of the matter.
If the initial report of the harassment is made by an employee to his or her supervisor, dean, or to a Vice President, any review of the decision rendered must follow the Grievance Procedure approved by the Board of Trustees as herein specified and on file in the Human Resources Office
If an employee initially reports the harassment to his or her supervisor or department head, as the case may be, and is dissatisfied with the decision rendered, the employee must then follow the Grievance Procedure from Step 3 by filing a written request for further review with the appropriate Vice President. If an employee is uncomfortable with filing a written request for further review with the Vice President or initially reports the harassment to the Vice President and is dissatisfied with the decision rendered, a written appeal for further review may be filed with the Hearing Committee, pursuant to Step 4 of the Grievance Procedure. Once the matter is under the Grievance Procedure all applicable procedures therein will apply.
The College will retain as confidential all documentation of all allegations and investigations and will take appropriate corrective action, including disciplinary measures when justified, to remedy violations of this policy. Disciplinary action, up to and including immediate termination of employment from the College will be taken against any employee engaging in sexual harassment.
Upon receipt of a report, the Title IX coordinator and those participating in any disciplinary proceedings, will make all reasonable efforts to maintain confidentiality and respect the privacy of those involved. The College understands that reports of this nature can be difficult, emotional and stressful. Therefore the College will only share information as is needed to conduct a prompt, thorough and effective investigation. All members of the College community should understand that even if the complainant asks the College not to pursue an investigation, or decides to attempt to resolve the situation informally, the College must still investigate the allegations and address the conduct as may be necessary.