bias-incidents fit the definition of ethnic intimidation. The University opposes
any actions that harass, discriminate, or otherwise create a hostile environment
for students, faculty, and staff. If you are an employee and you believe that
you have been the victim of a bias-incident, including discrimination,
please report the incident
to Human Resources Development (231)
591-2150, or Employee/Labor Relations/Affirmative Action (231) 591-2152.
All FSU employees are covered by the following policy:
Employee and Student Dignity.
The University expects all students and employees to conduct themselves
with dignity and respect for students, employees and others. It is each
individual's responsibility to behave in a civil manner and to make responsible
choices about the manner in which they conduct themselves.
any kind, including sexual or racial harassment, is not acceptable at the
University. The University does not condone or allow harassment of others,
whether engaged in by students, employees, or by vendors or others doing
business with the University.
Harassment is the creation of a hostile or
intimidating environment in which verbal or physical conduct, because of its
severity or persistence, is likely to significantly interfere with an
individual's work or education, or adversely affect a person's living
conditions. It is the responsibility of the President, or his/her designee, to
establish and administer University policy to support this principle.
. Importance of Free and Open Discussion.
Nothing in this subpart shall be construed as limiting free and open
discussion of all matters, including matters of morality and public safety.
assist with the understanding of what harassment is, this subpart contains
specific definitions of two of the more prevalent types of harassment racial
harassment and sexual harassment.
- Definition of Racial Harassment.
Racial harassment includes any
conduct, physical or verbal, that victimizes or stigmatizes an individual on the
basis of race, ethnicity, ancestry, or national origin. Such behavior could
involve any of the following.
- The use of physical force or violence to restrict the freedom of action or
movement of another person or to endanger the health or safety of another
- Physical or verbal conduct, intentional or otherwise, that has the purpose
or effect of (or explicitly or implicitly threatens) interference with an
individual's personal safety, academic efforts, employment, or participation in
University-sponsored activities; or
- Conduct that has the effect of unreasonably interfering with an individual's
work or academic performance, or of creating an intimidating, hostile, or
offensive working, learning or living environment.
- Definition of Sexual Harassment.
Based on the definition contained
in the Equal Employment Opportunity Commission guidelines, sexual harassment is
defined as any of the following:
- Making submission to unwelcome sexual advances, submission to requests for
sexual favors, or submission to other verbal or physical conduct of a sexual
nature, a term or condition, either implicitly or explicitly, of any person's
continued employment or association with the University;
- Making submission to, or rejection of, such conduct or communication, a
factor in employment decisions affecting any person; or
- Unwelcome verbal or other conduct that has the purpose or effect of
substantially interfering with a person's working conditions or that creates an
intimidating, hostile or offensive work environment.
- Other Types of Harassment.
The attributes of racial harassment
described in paragraphs I-(A), (1-3) above are also the attributes of most other
types of harassment. Harassment may be based upon a person's status that is
protected by law (e.g., religion, veteran status, disability, etc.) or may be
based on some other reason not specifically covered by law. In any event,
harassment of any type is not acceptable at the University.
Response to Harassment.
- Any person who believes that he/she has been subjected to harassment should
approach the individual whom he/she believes responsible, identify the behavior
that is offensive or harassing, explain that he/she considers the behavior to be
offensive and/or harassing, and ask the individual to stop the behavior. If
assistance is needed in approaching the individual, a supervisor, the Director
of Employee Relations and Affirmative Action, or the Director of Human Resources
should be contacted.
- If approaching the offending individual is not possible (e.g., the person
who believes that he/she has been subjected to harassment is uncomfortable or
uncertain as to how the situation should be handled or concerned that the
situation may become volatile), or if approaching the individual does not
resolve the matter, it should then be reported immediately to a supervisor, the
Director of Employee Relations and Affirmative Action, and/or the Director of
Human Resources. If, for some reason, the person who believes that he/she has
been subjected to harassment is uncomfortable discussing the situation with any
of these individuals, the situation should be reported to any member of the
University administration. The circumstances surrounding the matter will be
fully investigated, including the nature of the harassment and the context in
which it occurred.
- All reports of harassment and subsequent investigations will be kept as
confidential as possible. Anyone found to have violated this subpart may be
subject to corrective action or discharge. Corrective action may include, but is
not limited to, official reprimand, official apology, sensitivity training,
and/or other corrective actions or measures.
- Likewise, because intentionally false accusations of harassment can have
serious effects on innocent people, anyone found to have intentionally falsely
accused another person of violating this subpart may be subject to corrective
action, or discharge.
: To refrain from behavior that might be considered
harassing and/or discriminatory, and treat fellow employees, students and others
with dignity and respect.
If harassment does occur, employees must
respond to it and/or report it. Supervisor
: Have zero tolerance
for harassing behavior. Fully investigate allegations of harassing or
discriminatory behavior, and seek assistance of Human Resources or Affirmative
Action if needed. Refer Questions To
: Human Resources, Employee
Relations and Affirmative Action, or Labor Relations.