Student Handbook

Letter from the Dean of Students

Dear Susquehanna Student,

The 2012-2013 Student Handbook is the guide to your rights and responsibilities as a Susquehanna student. The Code of Student Conduct found within the handbook lays out the expectations for being a member of the Susquehanna community. Please read this document carefully and if you have any questions about a rule or policy, please ask a Student Life staff member for clarification. You are responsible for understanding our community standards and ignorance of a policy is not an acceptable excuse for violating it. The Course Catalog is an equally important source of University policies, expectations and deadlines, especially those related to the academic program. You should become familiar with it as well.

We are committed to your learning and want to help you get the most out of your college experience. To do so, Susquehanna provides countless opportunities for involvement and support. You can enhance the quality, value, and enjoyment of your Susquehanna experience by becoming actively engaged and taking advantage of the resources that are available to assist you. The Center for Career Development, the Center for Academic Achievement, the Center for Civic Engagement are all tremendous resources for supporting your academic, career and service pursuits.

You’ll also find many opportunities for leadership and fun, both on and off campus through varsity, intramural, and club athletics, co- and extra-curricular clubs and programs, and opportunities to serve and connect with causes that interest you on the local, national and global level.

Sincerely,
Philip E. Winger
Vice President for Student Life and Dean of Students 

Note: The Student Handbook and its policies are reviewed and revised annually. For the most up-to-date policies, be sure to review the student handbook at the beginning of each academic year.

January 16, 2013
Approved change to the Anti-Harassment and Non-Discrimination Policy
Please note that part 11 of Additional Campus Policies (page 57) has been revised as of January 16, 2013.

Anti-Harassment and Non-Discrimination  
Effective Date: 1/16/2013

Policy Statement

Central to the mission of Susquehanna University is the establishment and maintenance of an environment in which the dignity and worth of all individuals within the institutional community are respected. Therefore, it is the responsibility of each person on campus to respect the personal dignity of others and to demonstrate a basic spirit that precludes harassment and discrimination. While the university is committed to freedom of thought, discourse, and speech, and the attainment of the highest quality of educational and academic pursuits, the university is compelled to establish this policy on behaviors that would interfere with these freedoms.

Who is Governed by This Policy

All full-time, part-time, and temporary employees.

Persons (faculty, staff or students) wishing to bring a charge against a student should contact the Office of Community Standards & Student Conduct at 570-372-4517. The charged student will be addressed through the student conduct system via the Code of Student Conduct.

Reason(s) for the Policy

Harassment or discrimination in any context is reprehensible, but is of particular concern to an academic community in which students, faculty and staff must rely on bonds of intellectual trust and dependence. Therefore, harassment and discrimination will not be tolerated. Specifically, the university expressly prohibits any form of harassment of or discrimination against its employees in categories protected by law, including harassment or discrimination based on: race, color, religion, national origin, sex, age, disability status, genetic information or veterans’ status. In addition, the University also prohibits any form of harassment of or discrimination against its employees based on ethnic origin, ancestry, social class, marital and parental status, geography, sexual orientation, gender identity or expression, or any other basis protected by applicable federal, state or local laws (collectively, “Protected Characteristics”). Any individual engaging in such discrimination or harassment will be subject to the full range of institutional disciplinary actions, up to and including termination from the university, and may also face civil and/or criminal legal liability.

Definitions/Glossary

The following definitions are University-wide definitions and will be used as a reference for all cases involving harassment and discrimination including those addressed in the Student Code of Conduct referenced as sexual assault or sexual harassment:

1) Protected Characteristics – Includes race, color, religion, national origin, sex, age, disability status, genetic information, veterans’ status, ethnic origin, ancestry, social class, marital and parental status, geography, sexual orientation, gender identity or expression, or any other basis protected by applicable federal, state or local laws.

2) Discrimination – Conduct directed at an individual because of his or her Protected Characteristic(s) and that subjects the individual to different treatment so as to interfere with or limit the ability of the individual to participate in, or benefit from, the services, activities, or privileges provided by the university, or otherwise adversely affects the individual's employment or education.

3) Harassment – Verbal or physical conduct that is directed at an individual because of his or her Protected Characteristic(s), and that is sufficiently severe, pervasive, or persistent so as to have the purpose or effect of creating a hostile work or educational environment.

4) Harassment Based on Protected Characteristics - Harassment based on Protected Characteristics is a form of prohibited discrimination. Harassment often takes the form of verbal statements regarding an individual’s Protected Characteristics, such as epithets, derogatory comments or slurs, profanity, gestures, innuendo, jokes, or forms of address. Harassment can also take the form of other adverse conduct motivated by a person’s Protected Characteristics, such as teasing or tricks, physical abuse or bullying.

5) Sexual Harassment is any unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature, including sexual assault and other forms of sexual misconduct, including but not limited to when: 

• Submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of an individual's employment or educational advancement, or evaluation; or 
• Submission to or rejection of such conduct is used as the basis for employment or educational advancement, or evaluation; or 
• Such conduct, of a severe and pervasive manner, has the purpose or effect of interfering with an individual's work performance or educational experience, or creates an intimidating, hostile, or offensive work/educational environment. 
• Unwelcome behavior is if the individual did not solicit or invite conduct, and particularly if he or she indicates that s/he finds the conduct undesirable or offensive. Acquiescence or failure to complain does not mean that the conduct is welcome.

Such harassment, and all forms of sexual discrimination, are specifically prohibited not only by this policy, but also by Title IX of the Education Amendments of 1972.

Intent vs. Impact - It is the impact of the behavior, not the intent of the person who exhibited the behavior that determines whether or not sexual harassment has occurred. According to the law, actual intent is irrelevant. Courts have found a hostile environment exists if the victim believes the environment to be abusive and a reasonable person would find it to be an abusive environment.

6) Racial Harassment is any verbal or physical conduct that is directed at an individual because of his or her race, color, national origin or ethnicity, and that is sufficiently severe or pervasive so as to have the effect of creating an intimidating, hostile, or offensive work or educational environment, which unreasonably interferes with work or educational performance, or negatively affects an individual's employment or educational opportunities. Such harassment is prohibited.

7) Gender Identity Harassment is any verbal or physical conduct that is directed at an individual because of his or her gender identity, the degree to which a person identifies as male, female, or some combination, and that is sufficiently severe or pervasive so as to have the effect of creating an intimidating, hostile, or offensive work or educational environment which unreasonably interferes with work or educational performance, or negatively affects an individual's employment or educational opportunities.

8) Sexual Orientation Harassment is any verbal or physical conduct that is directed at an individual because of his or her sexual orientation, and that is sufficiently severe or pervasive so as to have the effect of creating an intimidating, hostile, or offensive work or educational environment, which unreasonably interferes with work or educational performance, or negatively affects an individual's employment or educational opportunities. Such harassment is prohibited.

9) Disability Harassment is any verbal or physical conduct or a pattern of a lack of reasonable accommodation that is directed at an individual because of his or her mental or physical impairment, and that is sufficiently severe or pervasive so as to have the effect of creating an intimidating, hostile, or offensive work or educational environment which unreasonably interferes with work or educational performance, or negatively affects an individual's employment or educational opportunities. Such harassment is prohibited.

10) Religious Harassment is any verbal or physical conduct that is directed at an individual because of his or her religion and/or religious pertaining to religion and that is sufficiently severe or pervasive as to have the effect of creating an intimidating, hostile, or offensive work or educational environment, which unreasonably interferes with work or educational performance, or negatively affects an individual's employment or educational opportunities. Such harassment is prohibited.

Policy Text

Any form of harassment or discrimination defined above is prohibited.

Posting of Policy

This policy will be posted at multiple sites across the campus community. In addition, it can be found on the Office of Human Resources and Risk Management mySU page.

Links with Other Policies

http://www.susqu.edu/documents/studentlife/su_policy_on_sexual_assault.pdf

Responsible University Individual and Office

Office of Human Resources and Risk Management

Revision History

Original effective date: 04/26/2010

Appendix

Harassment/Discrimination Grievance Procedures

Description of Process:

Employees wishing to make a complaint should contact, verbally or in writing, the Director of Human Resources and Risk Management or the Chief Diversity Officer (CDO), who will explain the process and answer any questions.

Director of Human Resources and Special Assistant to the President
514 University Avenue,  Selinsgrove, PA 17870
570-372-4157

Risk Management and Chief Diversity Officer and First Floor, Title IX Coordinator 
514 University Avenue, Selinsgrove, PA 17870 
570-372-4451
scottl@susqu.edu

Please note that all questions regarding sexual discrimination, including non-violent sexual harassment and sexual violence, can be directed to the university’s Title IX Coordinator, above.

Informal Complaint Resolution:

The purpose of the informal complaint resolution is to encourage the reporting of complaints concerning harassment or discrimination and to facilitate satisfactory resolution of the complaint without undue anxiety and provocation for the parties involved. An employee making a harassment or discrimination complaint does not have to speak first with his or her supervisor or the person against whom the allegation has been made. However, he or she is encouraged to do so with the assistance of his or her peer supporter (who may be a university employee) in the presence of the CDO.

If a complainant desires, when filing a complaint he or she may be accompanied by another university employee who may advise and assist the complainant throughout the resolution process. The peer supporter must be an individual from within the university community and can include, but is not limited to, a faculty or staff member, or the Director of Human Resources and Risk Management.

The complainant (and the peer supporter) will discuss the complaint with the person against whom the allegation has been made in the presence of the CDO in order to reach resolution of the complaint. (In the event that the person against whom the allegation has been made should be from the Office of the CDO, the complainant will discuss the complaint in the presence of the Executive Vice President for Administration and Planning or the Provost). However encouraged, there is no obligation on the part of the complainant or the person against whom the allegation has been made to participate in the informal resolution process. If the complaint cannot be resolved informally, or step one is bypassed, the complainant may file a formal complaint. Additionally, informal resolution will not be used in cases alleging any form of sexual assault or other sexual violence.

All communications from the Office of the CDO or Public Safety will be confirmed in writing only to the extent that defines the dates and times of meetings, the individuals present and whether or not a resolution to the complaint was reached. None of these confirmatory documents will be a part of either person's personnel files.

If a complainant so desires, he or she may waive the informal resolution process and proceed directly to a formal investigation. The CDO is designated as the office of referral for information and advice, unless the complaint is against a member of that office. In that case, the complainant should contact the Executive Vice President for Administration and Planning or the Provost.

Personal legal counsel for either party may not be present during either informal or formal complaint resolution.

Formal Complaint Resolution:

If the complaint cannot be resolved informally, or the informal process is bypassed, the complainant may file a formal complaint. Except as noted above when the person against whom the allegation has been made is in the Office of the CDO, the CDO will make formal complaint forms available to offices and departments across campus. Formal complaints will be investigated and resolved in accordance with the procedures outlined below.

Complaints against a university employee - Complaints against a university employee are filed with the Office of the CDO, which is responsible for initiating the formal resolution process. The CDO will conduct an investigation meeting or meetings.

In the event that the person against whom the allegation has been made is a Vice-President, the complainant will file with the Office of the CDO who will investigate and the Office of the President will make a final determination. Should the person against whom the allegation has been made be from the Office of the CDO, the Executive Vice-President for Administration and Planning will investigate and make a final determination.

Individual investigation meetings will be conducted by the CDO with both the complainant, the person against whom the allegation has been made, (with their respective peer supporter if they so desire), and any witnesses who could corroborate or clarify the facts in question.

Investigation meeting(s) will commence within ten working days following notification by the CDO to the person against whom the allegation has been made.

The CDO will then forward her or his report to the supervising vice-president of the person against whom the allegation has been made, or in the case of faculty, to the provost for review and resolution along with the evidence gathered during the investigation meeting(s). Any formal action to be taken against a party as a result of the factual findings in the submitted report will be taken in accordance with the applicable policy.

Protection of Both Parties:

Notice. When the formal investigation process has begun with the filing of a written complaint, copies of the complaint will be forwarded to the person against whom the allegation has been made. If the allegations are not substantiated, the person against whom the allegation has been made will be notified.

Abuse of Reporting. False and malicious accusations of harassment or discrimination will not be tolerated and those individuals making them will be subject to university sanctions.

Retaliatory Actions. Retaliation by the person against whom the allegation has been made or any other individual against the complainant as a result of filing a harassment or discrimination complaint, or against any individual participating in the investigation of such a complaint, will not be tolerated and the individual will also be subject to university sanctions. Reasonable action will be taken to assure the complainant and those involved with an investigation on his or her behalf will suffer no retaliation from the person against whom the allegation has been made or others within the university.

Suspension from Employment. In certain circumstances to protect the complainant or to prevent harm to others, the vice-president, or in a case involving a faculty member, the provost may at any time during the complaint process suspend the person against whom the allegation has been made from his or her primary duties and responsibilities until the matter is resolved.

Failure to cooperate with investigation. If the person against whom the allegation has been made elects not to cooperate with the investigation, the CDO will complete the report based on the information in his or her possession.

Confidentiality and Completed Report. During complaint process, the university will make every effort to provide confidentiality. Please note that confidentiality cannot be guaranteed. Both individuals will be fully informed of the steps taken during the course of the complaint procedures by the administrator who conducts the investigation. In addition, both parties will be informed within ten working days of the completed report, whether the report has been forwarded to the appropriate vice president and the president. In the event that the complainant or respondent may be subject to disciplinary action, a copy of the report will be provided in a timely manner. A record of the complaint will be located in a file separate from the general personnel file of the complainant and the accused. Sanctions will also be recorded in this file.

Unfounded Report. If the matter is determined as unfounded after the conclusion of an investigation by the CDO, then the Office of the President or the individual's supervising vice-president will issue a letter to that effect and the matter will be deemed closed.

Notification to Complainant and Respondent. Within ten (10) working days of the conclusion of the investigatory process and a decision by the president or appropriate vice president, the complainant and respondent will receive a letter regarding whether the allegation was judged to be founded or not founded. If founded, the letter will not specify specific disciplinary actions, which are part of an individual's personnel file.

Sanctions:

In all instances, the president or supervising vice president retains the sole power and discretion to take formal disciplinary action against an employee. Individuals who are found to have violated this policy will be subject to disciplinary actions as set forth by Board of Trustees Policy, University Policy or Faculty Handbook. Such action could include, but is not limited to, an informal oral reprimand, a written reprimand or other disciplinary action up to and including termination of employment.

Right of Appeal by Employees:

A three-member President's Appeal Board will be appointed annually by the Office of the President. The appeal board will be comprised of a faculty member, an administrator and an hourly staff member. The complainant and the person against whom the allegation has been made will be entitled to one written appeal of any decision rendered. Appeals must be based only on new evidence (not available during the investigation) or procedural error. In preparation of the appeal, both the accused and the complainant will have normal access to their file. Such appeal will be heard by the President's Appeal Board, which will forward its recommendation to the president. Appeals will be filed no later than ten days after the receipt of a report. All faculty appeals will be done in accordance with the Faculty Handbook.

In addition to these complaint procedures, individuals may pursue other civil and legal options such as the Pennsylvania Human Relations Commission, Equal Employment Opportunity Commission, the Office of Civil Rights.

These Susquehanna University harassment/discrimination procedures set forth are not intended to interfere with any legal rights under the statutes of the Commonwealth of Pennsylvania or the United States of America.

Time Frame:

In order to give the complainant time to finish a particular job assignment, an evaluation period or any other similar reason, the complainant may file a formal complaint of harassment or discrimination up to one hundred and eighty days following the alleged incident of harassment or discrimination.

Formal complaints filed within this period will be investigated even though the complainant has terminated her or his association with the university.