1.17 Protection Against Harassment - Clerc Center
27 May 2011
Vice President, Clerc Center
This policy applies to administrators, teachers, staff, students, and guests in all offices and schools within Clerc Center.
(See also Gallaudet Policy 3.02 Protection Against Sexual Harassment)
The Clerc Center is committed to providing an environment that is free of unlawful harassment. Clerc Center prohibits harassment that is based upon an individual’s race, hearing status, disability, religion, color, national origin, age, sex, covered veterans status, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, political affiliation, source of income, place of business or residence, pregnancy, childbirth, or any other unlawful basis. Complaints of harassment are investigated thoroughly, promptly and objectively.
Unlawful harassment because of any protected basis, such as race, occurs when an individual’s or a group’s conduct creates a hostile environment that is sufficiently severe, pervasive, or persistent so as to interfere with or limit the ability of another individual or group from participating in or benefiting from the services, activities, or privileges afforded to all members of the Clerc Center community. All forms of harassment undermine the Clerc Center's mission, diminish the dignity of both alleged perpetrator and victim, and threaten permanent damage to the careers, educational experience, and well-being of our students, teachers and staff.
Individuals or groups who engage in discriminatory harassment will be subject to corrective action, up to and including termination from employment (applicable to employees) or dismissal from the Clerc Center (for students).
Please also see Gallaudet Policy 1.13: Code of Conduct with Clerc Center and Child Development Center Students for more policy statements prohibiting acts of misconduct, neglect, exploitation, or inappropriate fraternization and reporting procedures applicable to employees, volunteers, interns, practicum students, and University students who may come in contact with students of the Clerc Center.
The Vice President or administrative designee is responsible for ensuring compliance with this policy. Students should contact the KDES Principal at 202/651-5206 (Voice), 202/250-2761(VP) or the MSSD Principal at 202/651-5031(Voice), 202/250-2152 (VP) with any questions about the application of this policy. Employees should contact the Executive Director of Administration and Operations at 202/651-5346 (Voice), 202/250-2943 (VP) with any questions. Complaints of alleged violations of this policy can be filed using Clerc Center’s grievance procedures, which can be found online (PDF) and in the Parent-Student Handbook.
A. Sexual Harassment
For the purposes of this policy, sexual harassment is defined as any unwelcome sexual advance, request for sexual favors or other verbal or physical conduct of a sexual nature when:
- Submission to such conduct is made explicitly or implicitly a term or condition of an individual's employment or academic advancement; or
- Submission to or rejection of such conduct is used as a basis for making an employment or academic decision affecting an individual; or
- Such conduct unreasonably interferes with an individual's work or educational performance, or of creating an intimidating, hostile, or offensive environment for work or learning.
Sexual harassment may occur between persons of the same or opposite gender.
Sexual harassment is especially serious when it occurs between teachers and students or supervisors and subordinates. In such situations, sexual harassment unfairly exploits the power inherent in a faculty member's or supervisor's position. Although sexual harassment often occurs when one person takes advantage of a position of authority over another, the Clerc Center recognizes that sexual harassment may also occur between people of equivalent status. This includes peer sexual harassment. Regardless of the form it may take, the Clerc Center will not tolerate conduct of a sexual nature that creates an unacceptable working or educational environment.
If you need additional information pertaining to sexual harassment, please refer to Gallaudet Policy 3.02 Protection Against Sexual Harassment.
B. Harassment Other Than Sexual Harassment
Harassment, other than sexual harassment, is verbal or physical conduct that denigrates or shows hostility or aversion to an individual because of gender, race, color, religion, age, pregnancy, national origin, disability, veteran’s status, sexual orientation, marital status, family responsibilities, political affiliation, personal appearance, source of income or any basis prohibited by law, when such conduct unreasonably interferes with an individual’s academic or work performance; creating an intimidating, hostile, or offensive educational or work environment; or otherwise adversely affecting an individual’s academic or employment opportunities. Harassment may include, but is not limited to: verbal abuse or ridicule, including slurs, epithets, and stereotyping; offensive jokes and comments; threatening, intimidating, or hostile acts, and displaying or distributing offensive material.
Gallaudet University Board of Trustees