1. Equal Educational and Employment Opportunity. Washburn University is committed to a policy of equal educational and employment opportunity without regard to race, color, religion, age, national origin, ancestry, disability, sex, marital or parental status, or sexual orientation. Each unit within the University is charged with conducting its practices in conformity with these principles.
1.1 Equal Educational Opportunity. Equal educational opportunity includes, but is not limited to, admissions, recruitment, extracurricular programs and activities, counseling and testing, financial aid, health services, and employment.
1.2 Equal Employment Opportunity. Equal employment opportunity includes, but is not limited to, recruitment, hiring, assignment of duties, tenure and promotion determinations, compensation, benefits, training, and termination. Positive action shall be taken to assure the full realization of equal opportunity for all
Employees of the University.
1.3 Responsibility. Responsibility for monitoring and implementation of this policy is delegated to the Equal Opportunity Director; however, all Employees will share in the specific activities necessary to achieve these goals.
1.3.1 The Equal Opportunity Director is Ms. Carol Vogel, Morgan Hall, Room 380A. Phone: 785-670-1509. Email:
carol.vogel@washburn.edu
1.4 Complaints. Complaints of discrimination are to be made to the Equal Opportunity Director, Ms. Carol Vogel, Morgan Hall Room 380A. Phone: 785-670-1509. Email: carol.vogel@washburn.edu
2. Sexual Harassment and Harassment Policy.
2.1 Responsibility. All individuals must be allowed to pursue their activities at the University free from sexual harassment and unwelcome sexual advances. Such conduct will not be tolerated. All individuals must be allowed to pursue activities at the University free from harassment based on color, race, religion, age, national origin, ancestry, disability, sex, marital or parental status, or sexual orientation. Responsibility for maintaining a harassment free campus environment rests with all
Employees and students, and others while on the University campus or involved in University-sponsored activities.
2.2 Sexual Harassment Defined. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
· Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
· Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual;
· Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment; or,
· Such conduct emphasizes the sexuality of an individual in a manner which prevents or impairs that individual’s full enjoyment of work and/or educational benefits, environment, or opportunities.
2.3 Unwelcome Sexual Advances Defined. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
· The conduct has the purpose or effect of interfering with the individual’s work or academic performance, or of creating an intimidating, hostile, or offensive working or educational environment, or,
· It is imposed by an employee or agent of the University and denies, limits, conditions, or provides different aid, benefits, services, or treatment.
2.4 Harassment Defined. Harassment is defined to have occurred when, on the basis of color, race, religion, age, national origin, ancestry, disability, sex, marital or parental status, or sexual orientation, a hostile or intimidating environment is created in which verbal or physical conduct, because of its severity and/or persistence, is likely to interfere significantly with an individual’s work or education, or affect adversely an individual’s living conditions.
2.5 Complaints. Complaints of sexual harassment or harassment
(as defined above)are to be made to
the Equal Opportunity Director, Ms. Carol Vogel, Morgan Hall Room 380A. Phone: 785-670-1509. Email:
carol.vogel@washburn.edu Complaints must be filed within 180 days of the latest alleged incident.
2.6 Establishment of Regulations. The
Administration shall develop regulations and procedures consistent with this policy.
3.1 Policies. This statement sets forth the policies applicable to the unlawful use, possession, manufacture or sale of controlled substances in the workplace.
3.2 Establishment of Regulations. The
Administration shall establish regulations and procedures governing theunlawful use, possession, manufacture or sale of controlled substances in the workplace consistent with Board policies and applicable laws and regulations.
3.3 Drug-Free Awareness Program. The Administration shall establish a drug-free awareness program as required by the federal Drug-Free Workplace Act of 1988.
4. Smoke Free Work Place (Under Development)
5. Alcoholic Liquor and Cereal Malt Beverage
5.1 Policies. This statement sets forth the policies applicable to the possession, serving, and consumption of alcoholic liquor and cereal malt beverages on University premises.
5.2 Establishment of Regulations. The
Administration shall establish regulations and procedures governing the possession, serving, and consumption of alcoholic liquor and cereal malt beverages on University premises consistent with
Board policies and applicable laws and regulations.
5.3 Serving Areas. Alcoholic liquor and cereal malt beverages may be served and/or consumed at an event only in or on the following designated areas:
· President's residence and adjacent grounds;
· International House;
· White Concert Hall foyer;
· Carole Chapel;
· Mulvane Art Museum and Mulvane Art Museum foyer;
· Lobby area adjacent to Libation Station and the lobby area adjacent to the administrative offices of the Law School building;
· Memorial Union meeting rooms and adjacent lobbies;
· Bradbury Thompson Alumni Center;
· Gray University Theatre foyer;
· Hospitality areas of the Bianchino Pavilion;
· McPherson Room in Petro Allied Health Center;
· Lee Arena in Petro Allied Health Center;
· Athletic Conference Room; and,
· All outdoor areas of the University's campus; provided, however, the sponsoring organization shall designate and identify, subject to approval by the President, a specified area within which the consumption of alcoholic liquor and cereal malt beverages shall be limited.
5.4 Nonalcoholic Beverages. Nonalcoholic beverages must be provided at all events at which alcoholic liquor and/or cereal malt beverages are served.
6.1 Purpose. This statement sets forth policies applicable to conflict of interest and ethical conduct in the operation of University business.
6.2 Establishment of Regulations. The
Administration shall establish regulations and procedures governing conflict of interest and standards of conduct consistent with
Board policies and sound and equitable business. These regulations and procedures shall serve to ensure University business is conducted fairly and impartially and confidence in the University is maintained by its many constituents.
6.3 Ethical Conduct. Employees and others acting for and/or on behalf of the University shall conduct themselves in an ethical manner, beyond reproach, exemplifying the principles of professionalism, honesty, trustworthiness, respect, and accountability.
6.4 Conflict of Interest. No Employee or other person acting for or on behalf of the University shall engage in any activity which is in conflict with, or appears to be in apparent conflict with, the interests of the University in dealing with any person or entity having or seeking to have any relationship with the University. A conflict of interest may exist in any situation in which financial or personal considerations of an individual may compromise or appear to compromise such individual’s judgment in the performance of his/her duties for and/or on behalf of the University, creating actual or apparent impropriety, creating negative publicity and/or having the potential of loss or harm to the University including, but not limited to:
· Loss of confidence in the University;
· Monetary loss; or
· Erosion of Employee morale.
6.4.1 All persons involved in projects receiving federal funds shall review and comply with applicable federal laws, regulations and/or federal agency conflict of interest policies.
6.5 Supervisor’s Role. Each supervisor shall ensure all persons acting for or on behalf of the University under his or her supervision are familiar with this policy and with the policies and procedural requirements of his/her position.
6.6 Disclosure
6.6.1 Each person acting for or on behalf of the University shall promptly and fully disclose any conflict, or potential conflict, of interest she or he has or may have individually, as a family member, or through other relationship with others and refrain from participating in any matter to which the conflict pertains until the conflict has been resolved in the best interests of the University.
6.6.2 Certain designated Employees of the University shall, on an annual basis, make a disclosure of all business interests, affiliations, or relationships which could reasonably give rise to a conflict of interest, or an apparent conflict of interest with the University.
6.7 Disciplinary Action. Disciplinary action, which may include suspension from or termination of employment, shall be taken when conduct by a person acting for or on behalf of the University is deemed to violate this policy and its regulations.
6.8 Enforcement. Enforcement of this policy is the ultimate responsibility of the President who may delegate authority for enforcement to other University officials.
