Syracuse University has a policy of employing, advancing in employment, and otherwise treating individuals without discrimination or harassment on the basis of race, color, creed, religion, sex, gender, national origin, citizenship, ethnicity, marital status, age, disability, sexual orientation, gender identity and gender expression, veteran status, or any other status protected by applicable law to the extent prohibited by law. The University prohibits any such discrimination or harassment.
Under this policy, harassment is verbal or physical conduct, or written or electronic communications that denigrate or express hostility or aversion toward an individual because of his or her race, color, creed, religion, gender, national origin, citizenship, ethnicity, marital status, age, disability, sexual orientation, gender identity and gender expression, veteran status or any other status protected by applicable law to the extent prohibited by law, and that:
- Has the purpose or effect of creating an intimidating, hostile or offensive work environment; or
- Has the purpose or effect of unreasonably interfering with an individual’s work performance; or
- Otherwise adversely affects an individual’s employment.
Harassing conduct includes, but is not necessarily limited to:
- epithets, slurs or negative stereotyping.
- threatening, intimidating or hostile acts.
- denigrating jokes.
- written or graphic material that denigrates or shows hostility or aversion toward a group or an individual believed to be part of a particular group.
- written or graphic material that is placed on walls or elsewhere on University premises, or is circulated in the workplace.
- using electronic equipment to distribute, view, or otherwise disseminate materials or messages that are abusive, profane, threatening, defamatory or offensive.
- conditioning employment terms on submission to harassing conduct, sexual advances, requests for sexual favors, etc.
In addition, no person will be subject to discipline, retaliation, intimidation, or any other adverse treatment because he or she makes a complaint of discrimination or harassment in good faith or has participated in the investigative process in any way. Employees who believe that they are being discriminated against and/or harassed should promptly report such harassment to any one of the following:
- His or her immediate supervisor, the supervisor’s supervisor, or a dean;
- Office of Human Resources staff including:
- The Assistant Director of Employment Practices and Equal Employment Opportunity;
- The Recruitment and Diversity Specialist;
- The Manager of Staff Relations and Recruitment;
- The Director of Resolution Processes and The Sexual Harassment Officer; or
- Any other member of the Office of Human Resources.
Upon a report of discrimination and/or harassment, the University will conduct a prompt and thorough investigation of the allegations. Upon completing the investigation, the University will take appropriate corrective action consistent with the results of the investigation. Disciplinary action, up to and including discharge, may be taken against employees who violate this policy.
This policy applies to all applicants, employees, and outside vendors and consultants during the course of business with the University. The University also maintains a separate Sexual Harassment Prevention Policy, and a separate Non-discrimination in Employment on the Basis of Disability Policy. Policies related to prohibited behaviors apply in the workplace and in any work-related setting outside the workplace, such as during work-related trips, work-related meetings and work-related social events.
Links to Procedures and Related Information
- Non-Discrimination and Equal Opportunity Policy Statement
- Non-Discrimination, Equal Employment Opportunity and Affirmative Action
- Non-Discrimination on the Basis of Disability Policy Statement
- Non-Discrimination in Employment on the Basis of Disability
- Non-Discrimination/Students with Disabilities Policy
- Sexual Harassment Prevention Policy
- Sexual Harassment Procedures
Amended: August 2005
Amended: November 2007