Non-academic Employee Handbook

I. Introduction

II. Employment

III. Benefits

IV. Attendance & Absenteeism

V. Wages, Salaries & Payroll

VI. Employee Responsibilities

VII. Employee Rights

VIII. Disciplinary Action, Grievance

IX. Termination

X. History & Organization

XI. Administration

 

VII. EMPLOYEE RIGHTS

VII A.  Nondiscrimination.  Lenoir-Rhyne University is committed to providing equal employment and educational opportunities without regard to race, color, national origin, religion, gender, age, sexual orientation, disability or veteran status, unless permitted by law.  The University complies with all applicable federal, state and local laws governing nondiscrimination in employment and education.  This policy of equal opportunity extends to all aspects of employment, including, but not limited to, recruitment, hiring, training, promotion, transfer, reassignment, demotion, discipline, discharge, performance evaluation, compensation and benefits.  In addition, the University adheres to this philosophy in its admissions policies and in the administration of its educational programs and activities.   Evidence of discrimination by the college should be reported to Richard Nichols, Human Resource Director.

 VII B.  Sexual Harassment.  It is the goal of Lenoir-Rhyne University to maintain an environment free of gender-based discrimination .  This statement concerns one form of sex discrimination, sexual harassment.  The college expects all members of the community to foster positive attitudes and behaviors towards members of each gender.  The University wishes to make explicit its abhorrence of language, behavior, and attitudes that intimidate, offend and debilitate members of the college community.  The University encourages those who experience or observe forms of harassment to bring such incidents to the attention of those who carry special responsibility for nurture in this community.

Sexual harassment includes 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 is used as a basis for an 
             employment decision affecting that individual, or

  •          such conduct has the purpose or effect of unreasonably interfering with an 
             individual's work or creating an intimidating, hostile, or offensive working
             environment.

Even with a well-defined policy, it is sometimes difficult to recognize behavior that may be considered sexual harassment.  When having to make this determination, one should ask oneself if the behavior is of a sexual nature and:

  •          is offensive, unwanted, or both.

  •          may interfere with job performance or academic performance.

  •          causes unnecessary discomfort, humiliation, or harm to an employee, customer
             supplier or other guest.

Sexual harassment can occur anywhere, anytime, between and among faculty, staff and co-
workers, in consensual and nonconsensual relationships; it occurs in situations where 
persons abuse the power they have over other persons, violating the boundaries and trust
implicit in that relationship.  The following are examples of behaviors that are sexually
harassing:

Verbal Harassment

  • Use of any offensive or demeaning terms that have sexual connotations, including
    those contained in jokes and humor.

  • Referring to an adult with sexual connotations (i.e. hunk, honey, sweetie, babe, doll,
    etc.)

  • Making sexual comments about a person's body.

  • Turning work or educational discussion into sexual topics.

  • Telling sexual jokes or stories.

  • Asking or telling about sexual fantasies or history.

  • Making sexual comments about a person's clothing, anatomy or physical appearance.

Non-Verbal Sexual Harassment

  • Looking a person over in a suggestive way.

  • Blocking a person's path in a suggestive way.

  • Stalking the person.

  • Giving unwanted personal gifts.

  • Displaying sexually suggestive visual material.

  • Making facial expressions such as wining, throwing kisses, or licking lips.

  • Making sexual gestures with hands or body movements.

Physical Harassment

  • Giving unwanted massage around the neck, shoulders, or back.

  • Unwanted touching of a person's clothing, hair or body.

  • Deliberate touching, hugging, patting, pinching or caressing that is unwanted.

Sometimes people recognize sexual harassment immediately and resolve to handle the 
situation quickly and forcefully.  Some individuals may be confused, embarrassed or afraid and may need assistance in resolving the situation.  The following members of the campus community are best equipped to offer assistance and support:

  • Anita Johnson Gwin, VP of Student Affairs/Dean of Students: x7246, johnsong@lrc.edu

  • Peter Kendall, VP for Administration and Finance: x7100, kendallp@lrc.edu

  • Dr. Larry Hall, Executive VP for Academic Affairs/Dean of the University: x7112,
    larry.hall@lrc.edu

    Sexual harassment may occur in "consensual" relationships.  Romantic or sexual relationships between persons of unequal status - where one has positional power over another - are strongly discouraged.  This includes relationships between faculty or staff members and students.  The difference in power in such relationships, as well as those between a supervisor and employee, compromise the ability of the person in the position of less power to freely decide or act.  Faculty or staff who enter into such a relationship with a student or employee must realize that if a charge of sexual harassment is brought at some future time, it will be exceedingly difficult to prove that the relationship did not involve sexual harassment.  The University cannot be responsible for defending employees in this kind of relationship against whom such
    charges might be brought.  

 

 

 
   

© 2008 Lenoir-Rhyne University