Staff Handbook



Staff Handbook PDF


6.3.1 Policy Statement

THIS POLICY IS APPLICABLE TO SEXUAL HARASSMENT IN EMPLOYMENT AND TO BOTH SEXUAL HARASSMENT AND OTHER GENDER-BASED DISCRIMINATION IN EDUCATIONAL PROGRAMS AND ACTIVITIES.
 
It is the policy of Jackson State University not to discriminate against any person on the basis of race, color, national origin, sex, age, or discrimination, or disability gender in violation of any applicable law, such as Title VII of the Civil Rights Act of 1964 (42 U.S.C. Section 2000e), and Title IX of the Education Amendments of 1972, as well as, implementing regulations 34 C.F.R. Part 106.  It will be the duty and responsibility of the Equal EEO/AA Compliance Officer in the Division of Human Resources to implement this Policy, ensure that all employees are adequately trained, or otherwise made aware of their responsibilities under this Policy.
 
It is the Policy of the University not to discriminate on the basis of gender in the educational programs and activities that it operates.  This prohibition of gender-based discrimination extends to all University and educational programs, activities (including athletics), and the admission into such programs and activities.
 
Harassment of employees or students based upon sex violates equal employment and academic opportunity.  Sexual harassment is illegal and will not be tolerated by the University or any members of its community.  Any employee or student who violates this Policy will be subject to disciplinary action and possible separation or expulsion from the University.
 
Members of the University Community who believe that this Policy has been violated are strongly encouraged to report allegations of sexual harassment as promptly as possible to the Equal Employment/ Affirmative Action Compliance Officer (EEO/AA) in the Division of Human Resources.
 
While it is the responsibility of the University to disseminate this Policy, it is the responsibility of each member of the University Community to read the Policy and become familiar with its provisions. Moreover, failure to follow the procedures set forth in this Policy may inhibit or prevent the University from properly investigation and taking remedial action of an alleged sexual harassment or gender discrimination incident.  Therefore, if an alleged victim fails to follow such procedure he/she may be left without a remedy under this Policy.
 
Every written complaint of sexual harassment submitted to the University (EEO/AA Compliance Officer) in accordance with this Policy will be reviewed and investigated as promptly as possible.  The submission of false or frivolous claims will result in the immediate consideration of disciplinary consideration for any party and possible termination for employees.  In the case of a student who violates this Policy, he/she may face disciplinary action, as well as, suspension or expulsion.  Additionally, in any legal action precipitated by a violation of this policy where the University and a member of the University Community are named as "co-defendants," the University may refuse to defend any co-defendant who is responsible for that violation.
 
The University’s Division of Human Resources is primarily responsible for implementing this policy for University employees who are of non-academic rank and for ensuring that all employees are adequately trained or otherwise made aware of their responsibilities under this Policy.
 
The Provost/Vice President for Academic Affairs is primarily responsible for implementing this Policy for University students and employees who are of academic rank named as offenders in pursuant to this Policy, and also for ensuring that all such persons are adequately trained or otherwise made aware of their responsibilities under this Policy.