It is the policy of MHGS to maintain a work and study environment free from all forms of harassment and to insist that all employees, faculty and students are treated with dignity, respect and courtesy.  

Any comments or conduct relating to a person’s race, color, age, handicap or ethnic background which fail to respect the dignity and feelings of the individual are unacceptable.

It is the policy of MHGS to insure a work and learning environment free of sexual harassment.  Unwelcome sexual advances, requests for sexual favors, sexual demands, or other verbal, physical or visual conduct of a sexual nature will constitute sexual harassment when:

 

* Submission to the conduct is either an explicit or implicit term or condition of employment;

* Submission to or rejection of the conduct is used as a basis for an employment decision affecting the person rejecting or submitting to the conduct;

* The conduct has the purpose of effect of unreasonably interfering with an affected person’s work performance, or creating and intimidating, hostile or offensive work environment;

* In third party situations one individual is offended by the sexual interaction, conduct, or communications between others.

While sexual harassment most often takes place where there is a power differential between the persons involved, it also may occur between persons of the same status.  Sexual harassment can occur on school property or off campus at MHGS sponsored events.  It can occur between members of the same gender as well as between members of different genders.

MHGS expects faculty and staff to keep relationships with students on a professional level.  Personal relationships must not be allowed to interfere with the academic or professional integrity of the teacher-student, staff-student, supervisor-employee or other professional relations within the graduate school.  MHGS policy prohibits romantic and/or intimate relationships between a faculty member and a student.  If such a relationship should exist or develop between a faculty member and a student, or between a supervisor and employee, MHGS requires the faculty member/supervisor to remove himself/herself from the situation.  Failure to do so may subject the faculty member/supervisor to disciplinary action up to and including termination. 

An employee or student who experiences or witnesses sexual harassment in the workplace or school environment must report it immediately to his/her immediate supervisor or student advisor.  If an employee or student is not comfortable discussing the situation with his or her supervisor, the employee or student may report the harassment to the Director of Organizational Development or the Director of Human Resources. 

 

All the allegations of sexual harassment will be investigated.  To the extent possible, the employee’s/student’s confidentiality and that of any witnesses and the alleged harasser will be protected, except to the extent necessary to investigate and address the alleged harassment.  When the investigation is completed, the complaining employee/student will be informed of the outcome of that investigation.

MHGS will permit no retaliation against anyone who brings a complaint of sexual harassment or who speaks as a witness in the investigation of a complaint of sexual harassment.

Particular efforts will be made to conduct investigations with due regard for confidentiality to ensure protection of the complainant and the accused.  Complainants will be informed of the internal remedies available.  The complaint procedure will provide for follow-up to determine if the sexual harassment has been effectively stopped.