Section I: The ÖйúÌå²ÊÍø Commitment

ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø understands that its employees receive a lot of information about the college and the college's expectations of members of the ÖйúÌå²ÊÍø community. This handbook was created to give employees an overview of the organization and to serve as a resource for the expectations and guidelines for employees. This handbook was not designed to create an employment contract and should not be considered a contract.

This handbook replaces and supersedes all previous handbooks as well as all written or verbal policy notifications that may have been received or distributed. Additionally, statements or promises made by a supervisor or manager may not be interpreted as a change in policy and do not constitute an agreement with an employee. Any agreement with an employee must be in writing and signed by a Cabinet member or the President of the ÖйúÌå²ÊÍø.

While the college strives to keep all employees updated on policy changes, it is the responsibility of each employee to obtain the most recent version of this handbook, and to seek out information to clarify policies or situations that are unclear. Such questions should be directed to the employee's manager, supervisor or a member of the Human Resources team. The college reserves the right to change, alter, suspend or cancel all policies and practices without notice.

ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø, deeply rooted in the liberal arts and sciences and an inclusive expression of Lutheran higher education, is committed to offering a challenging education that develops the qualities of mind, spirit and body necessary for students to discern their life¡¯s calling of leadership and service in a diverse and changing world. 

The words of ÖйúÌå²ÊÍø's mission statement reflect both tradition and vision. Founded by Swedish Lutheran settlers in Chicago in 1860, ÖйúÌå²ÊÍø has grown from a small school educating Swedish immigrants into a highly selective college of the liberal arts and sciences. The college honors its roots and its affiliation with the Evangelical Lutheran Church in America. At the same time, ÖйúÌå²ÊÍø's rich liberal arts environment is enhanced by diversity.

ÖйúÌå²ÊÍø continues to do what it has always done ¡ª challenge and prepare students for lives of leadership and service in our complex, changing world.

ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø is focused on the overall mission of challenging and preparing our students. To meet this goal, it is essential that outstanding people are hired and provided with the necessary tools and resources, as well as an appropriate employment atmosphere. In general, the employment goals include: 

? Providing equal employment opportunities for all employees regardless of gender, race, color, religion, national origin, citizenship status, veteran status, ancestry, age, gender identity, marital status, sexual orientation, disability or any other factor protected by federal, state or local law. 
? Promoting equal access to employment and education regardless of gender, race, color, religion, national origin, age, citizenship status, veteran status, ancestry, gender identity, marital status, sexual orientation, disability or any other factor protected by federal or state law. 
? Providing a package of compensation and benefits to meet the needs of our varied employee base.
? Creating a safe, efficient and productive working environment that complies with all safety regulations as well as federal and state laws. 
? Encouraging and acting on constructive suggestions that will help the college continually improve. 
? Creating an environment of open communication so that employees can make decisions and take responsibility for their workplace outcomes. 

ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø is an Equal Opportunity Employer. ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø provides equal opportunity to all qualified employees and applicants without regard to race, national origin, religion, sex, sexual orientation, gender identity, age, disability, veteran status, and any other category protected by federal, state, or local law.

This non-discriminatory treatment applies to not only employment but also: 

? promotion and/or tenure decisions 
? transfer 
? job assignment 
? demotions 
? rates of pay or other compensation 
? layoffs 
? selection for training 
? any other employment-related decision 

All decisions on job-related issues will be made based on job performance, education, training, experience, skill, attitude and other requirements specific for each situation. Should employees have questions or concerns about this policy or concerns about a specific situation, they should discuss their concerns with the director of Human Resources, who also serves as the college's Equal Employment Opportunity officer. 

In compliance with the Americans with Disabilities Act (ADA), ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø strives to make the hiring and application process, as well as the work environment, accessible to everyone. Any employees with a disability should notify their immediate supervisor if changes are necessary in order to perform the job. After an interactive accommodation process, the college will make reasonable accommodations for employees with disabilities who are qualified to perform their work. Similarly, employees may be asked to adapt to changes necessary in work functions or work environment to accommodate such needs or special situations of others. 

When an individual with a disability requests accommodation and can be reasonably accommodated without creating an undue hardship or causing a direct threat to workplace safety, the individual will be given the same consideration for employment as any other applicant. Applicants who pose a direct threat to the health, safety and well-being of themselves or others in the workplace when the threat cannot be eliminated by reasonable accommodation will not be hired.

ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of a job unless (a) doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodation or (b) the accommodation creates an undue hardship to the college. Contact the Office of Human Resources with any questions or requests for accommodation.

All employees are required to comply with the college¡¯s safety standards. Current employees who pose a direct threat to the health or safety of themselves or other individuals in the workplace will be placed on leave until a college decision has been made concerning the employee¡¯s immediate employment situation.

Individuals who currently are using illegal drugs are excluded from coverage under the college ADA policy.

The Office of Human Resources is responsible for implementing this policy, including the resolution of reasonable accommodation, safety/direct threat and undue hardship issues.

As used in this ADA policy, the following terms have the indicated meaning:

? Disability: A physical or mental impairment that substantially limits one or more major life activities of the individual, a record of such an impairment or being regarded as having such an impairment.

? Major life activities: Term includes caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating and working.

? Major bodily functions: Term includes physical or mental impairment such as any physiological disorder or condition, cosmetic disfigurement or anatomical loss affecting one or more body systems, such as neurological, musculoskeletal, special sense organs, respiratory (including speech organs), cardiovascular, reproductive, digestive, genitourinary, immune, circulatory, hemic, lymphatic, skin and endocrine. Also covered are any mental or psychological disorders, such as intellectual disability (formerly termed ¡°mental retardation¡±), organic brain syndrome, emotional or mental illness, and specific learning disabilities. 

? Substantially limiting: In accordance with the ADA Amendments Act of 2008 (ADAAA) final regulations, the determination of whether an impairment substantially limits a major life activity requires an individualized assessment, and an impairment that is episodic or in remission also may meet the definition of disability if it would substantially limit a major life activity when active. Some examples of these types of impairments may include epilepsy, hypertension, asthma, diabetes, major depressive disorder, bipolar disorder and schizophrenia. An impairment, such as cancer that is in remission but that may possibly return in a substantially limiting form, also is considered a disability under the Equal Employment Opportunity Commission (EEOC) final ADAAA regulations.

? Direct threat: A significant risk to the health, safety or well-being of individuals with disabilities or others when this risk cannot be eliminated by reasonable accommodation.

? Qualified individual: An individual who, with or without reasonable accommodation, can perform the essential functions of the employment position that such individual holds or desires.

? Reasonable accommodation: Includes any changes to the work environment and may include making existing facilities readily accessible to and usable by individuals with disabilities, job restructuring, modified work schedules, reassignment to a vacant position, acquisition or modification of equipment or devices, appropriate adjustment or modifications of examinations, training materials or policies, the provision of qualified readers or interpreters, and other similar accommodations for individuals with disabilities.

? Undue hardship: An action requiring significant difficulty or expense by the college. 

? Essential functions of the job: Term refers to those job activities that are determined by the college to be essential or core to performing the job; these functions cannot be modified.

The examples provided in the above terms are not meant to be all-inclusive and should not be construed as such. They are not the only conditions that are considered disabilities, impairments or reasonable accommodations covered by the ADA/ADAAA policy.

Workplace bullying involves repeated unreasonable acts toward an employee, either by a colleague, department chair or supervisor, intended to humiliate or undermine the employee and thus create a risk to the employee¡¯s health. ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø does not tolerate this type of behavior. 

Violation of the anti-bullying policy can result in discipline up to and including termination for employees. While each circumstance is different, bullying is inappropriate, unwelcome behavior (which can be through verbal or other communication or physical contact) that targets an individual or group because of a characteristic of the individual or group, whether protected by anti-discrimination laws or not. Prohibited bullying may be the result of repeated behavior or, if sufficiently severe, a single incident; can be direct or indirect; and can be caused through verbal, physical, electronic or other means. 

Prohibited bullying behavior can take a variety of forms, and may include, but is not limited to, the following examples: 

? verbal abuse, such as the use of derogatory remarks, insults and epithets; slandering, ridiculing or maligning a person or that person¡¯s family; persistent name calling; using an individual or group as the butt of jokes. 
? verbal or physical conduct of a threatening, intimidating or humiliating nature. 
? inappropriate physical contact, such as pushing, shoving, kicking, poking, tripping, assault or the threat of such conduct, or damage to a person¡¯s work area or property. 
? inappropriate electronic communication, including but not limited to the use of electronic mail, text messaging, voice mail, websites or online chat rooms in a threatening, intimidating or humiliating manner. 

Reports of issues related to bullying should be made to the Office of Human Resources.

All individuals employed and/or appointed by the college, including but not limited to faculty, staff, student employees and volunteers are considered mandated reporters of child abuse and neglect. This means that all employees have a duty to immediately report or cause a report to be made whenever they have ¡°reasonable cause to believe that a child known to them in their professional or official capacity may be abused or neglected.¡± ÖйúÌå²ÊÍø employees have a legal obligation to immediately report or cause a report to be made to the Illinois Department of Children and Family Services (DCFS) at 1-800-25-ABUSE or 1-800-252-2873. 

All ÖйúÌå²ÊÍø employees must sign and return the Illinois Department of Children and Family Services Acknowledgement of Mandated Reporter Status form. 

To access additional information or to report abuse, visit the Department of Children and Family Services (DCFS) website at www2.illinois.gov/dcfs/Pages/default.aspx or at the phone number below.

Illinois Department of Children & Family Services
Abused & Neglected Child Reporting Hotline
1-800-25-ABUSE (1-800-252-2873)

Employees interested in additional information regarding mandated reporter requirements may view the Illinois Abused and Neglected Child Reporting Act PowerPoint presentation or view the online training provided by DCFS at mr.dcfstraining.org.

Information and reporting procedures: 

If you know or suspect that a child is being abused or neglected, you must follow the steps outlined at the DCFS website. 

Child abuse or neglect is reported by calling the Child Abuse Hot Line (800-252-2873) and submitting a Written Confirmation of Suspected Child Abuse/Neglect Report to DCFS within 48 hours utilizing the instructions received from the hotline.

ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø is committed to the safety and welfare of all members and visitors to our campus.

Introduction

A faithful commitment to the mission of ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø requires the ethical conduct and decision-making of the entire community. This Code of Conduct sets out basic principles to guide us in achieving this. This Code is supplemented by the policies and procedures outlined in the Employee Handbook and the Whistleblower Policy, together providing a framework for making decisions we can stand by and a process to report concerns of violations.

Maintaining our reputation for integrity requires that we examine our behaviors and actions from an outside perspective. In other words, we must ask ourselves how certain behavior or conduct might appear to others, including students, parents, and co-workers. It is important that we avoid engaging in conduct or activity that raises questions as to the college's honesty or impartiality or creates even the appearance of unethical conduct.

Employees who violate the standards in this Code will be subject to disciplinary consequences. If you are in a situation that you believe may violate or lead to a violation of this Code, follow the guidelines described in Section 5 of this Code or the accompanying Whistleblower Policy. 

This Code should also be provided to and followed by the college's agents and representatives, including consultants.

1. Conflict of Interest: Understanding what it is and what to do about it

? A "conflict of interest" exists when your private interest interferes in any way with the interests of the college. A conflict situation can arise when you take actions or have interests that may make it difficult to perform college work objectively and effectively. A conflict situation can also arise when you benefit personally, either directly or indirectly, from activities conducted on behalf of the college as an employee or consultant. The following situations are examples of conflicts of interests that must be avoided:

? Use of or disclosure of confidential information for personal gain

? Use of college time, facilities or equipment for personal purposes

All decisions made by you in the course of your professional responsibilities are to be made only on the basis of your desire to promote the best interests of the college. This is also described in the college's conflict of interest policy for the Board of Trustees.

Working for another institution of higher education or another employer outside your employment with the college may create a conflict of interest. Prior to engaging in any outside employment, you should talk with your supervisor and get his or her approval. Performing consulting services can also present a conflict of interest, and you must inform your supervisor and obtain his or her approval before performing consulting services of any kind.

Acceptance of gifts in a business relationship can also result in a conflict of interest. Accepting small gifts which are commonly given in business relationships such as mugs, pens, and other office gadgets does not present a concern. You should not, however, accept the following gifts: (1) cash gifts, (2) gifts not consistent with customary business practices, (3) gifts that feel excessive in value, (4) gifts that might look like a bribe or payoff, and (5) gifts that violate any other college policies, laws or regulations. Please discuss with your supervisor any gifts or proposed gifts that you are not certain are appropriate. If you receive a gift that is valued in excess of $200, you must disclose your receipt of the gift to the President¡¯s Office.

Conflicts of interest may not always be clear-cut, and any question should be promoted to your supervisor, the Human Resources Director, or the General Counsel. When in doubt, the best solution is simply to disclose your potential conflict of interest to your supervisor. Oftentimes, simply disclosing the situation is also the required solution.

2. Relationships Between Employees and Students

In order to foster an environment for learning and to avoid the potential for exploitation, employees shall not have any dating, romantic, or sexual relationship (even if it is deemed to be consensual) with a student. 

3. Confidential Information

As employees, it is likely that we will come into contact with information related to the ÖйúÌå²ÊÍø that is confidential. Regardless of how you come across confidential information, you are expected to maintain the confidentiality of the information and not misuse the confidential information. While it is not possible to list every item that is confidential, a good rule of thumb is to consider information that is not made available to the public as confidential. The information that the college deems appropriate to share with the public is typically available on the college's website. The obligation to preserve confidential information continues even after your employment ends.

4. Outside Activities & Statements to the Public

We know you have interests outside of work, and these include interests in political and governmental activities as well as supporting particular principles, issues, parties or candidates. Regardless of the personal activity, be sure that it is done on an individual basis, and not as a representative of ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø. If you believe personal activities or statements you are making could be interpreted as being made on behalf of the college, you should clarify with a statement along the lines of: ¡°These are my personal opinions, and are not intended to represent the views or opinions of my employer, ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø.¡± This is particularly important when you engage in political campaigning, as ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø¡¯s status as a tax-exempt entity forbids the college or its representatives from campaigning for or against candidates for elected office.

Similarly, no statements may be made to the public on behalf of the college or as a representative of the college without prior notice and permission from Communications & Marketing.

5. Social Media

You should use good judgment and common sense when using social media for both work-related and personal reasons. It is important to remember that everything you post using social media is public or can easily be made public, even if you delete it. Be sure to think twice about how a statement you make on social media will be interpreted by those who see it and how it may reflect on ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø. Ultimately, you are responsible for what you post online. Please also remember that personal social media activity can result in consequences at work. If the ÖйúÌå²ÊÍø is made aware of social media activity that may violate employment policies ¨C for example, improperly harassing or intimidating co-workers ¨C the matter will be investigated and handled in accordance with the workplace policy.

6. Reporting Suspected Violations and Employee Protection

Maintaining an ethical work environment means that you might have to report a concern about potentially unethical or improper activities. It is important to understand your options and obligations in such a situation, and how the college will protect you from retaliation. All employees are expected to report behavior which is believed to be illegal, unethical, or otherwise in violation of college policies. The ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø Whistleblower Policy (below) provides details regarding what steps an employee can take to report a concern.

Whistleblower Policy

This policy describes the procedures to be followed when reporting and investigating allegations of suspected unlawful or improper activities. It also outlines the ÖйúÌå²ÊÍø¡¯s commitment to protect persons who file reports of suspected improper activities, called ¡°whistleblowers, from retaliation. ÖйúÌå²ÊÍø internal controls and operating procedures are intended to deter, detect and prevent improper activities. Violations, both intentional and unintentional, of laws, policies and procedures may still occur, and may jeopardize the ÖйúÌå²ÊÍø¡¯s resources or even the safety of others. We all have a responsibility for good stewardship of college resources. As a steward of college resources, it is important that concerns regarding improper behaviors or conduct are reported. When reported, ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø will investigate the allegation and will take action deemed appropriate to address the situation as outlined in this policy. ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø will also protect those employees who, in good faith, report concerns.

ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø will not retaliate against an employee, student or other person who has, in good faith, reported suspected improper activity. The college has a zero tolerance policy with regards to retaliation. The prohibition against retaliation does not, however, prohibit managers or supervisors from exercising legitimate supervisory responsibilities within the usual scope of their duties, the ÖйúÌå²ÊÍø¡¯s workplace expectations, or other college policies and valid performance related factors.

Reporting Suspected Improper Activities

For purposes of this policy, "improper activities" are defined as follows:

a. a violation of ÖйúÌå²ÊÍø policy that could result in significant risk to the health, safety or well-being of members of the ÖйúÌå²ÊÍø community or others;
b. false or misleading financial reporting;
c. unauthorized destruction, alteration, or manipulation of college records, including electronic records;
d. a violation of local, state or federal laws (individuals wishing to report discrimination or harassment in the workplace should review the college¡¯s Policy Against Discrimination & Harassment);
e. the use of college property, resources, or authority for personal gain or other non-college purposes except as provided under college policy. 

1. All employees are expected to report such improper activities. All other individuals, including students, are strongly encouraged to report improper activities. If you are unsure whether a matter is an improper activity as defined above, but the behavior seems unethical or improper, report it by following the steps outlined below.

2. Allegations of suspected improper activities can always be made verbally. It is helpful to also prepare your concerns in  writing to assure a clear understanding of the issues raised. The written report should contain as much specific information as possible.

3. When possible, discuss your concern with your supervisor. This is the basic guidance for all situations. In cases where you do not feel comfortable discussing an issue with your supervisor, you may report your concern to the Vice President of Business & Finance. If that alternative is also not appropriate, or if you are not an employee of the ÖйúÌå²ÊÍø, you may address your concerns to the President of the ÖйúÌå²ÊÍø or the General Counsel, or to any other member of the Cabinet. If a suspected violation involves the President of the ÖйúÌå²ÊÍø or a Cabinet member, reports can be made to the General Counsel or to the Chair of the Board of Trustees.

4. Report using the Campus Conduct Hotline 1-866-943-5787. The Campus Conduct Hotline is a confidential, independent, call-in service that provides a simple, anonymous way for concerns to be reported.

Investigation of Complaints and Protection from Retaliation 

When a person reports suspected improper activities or other violations of ÖйúÌå²ÊÍø policies to an appropriate individual, the report is a Protected Disclosure. ÖйúÌå²ÊÍø employees, students and others who make a Protected Disclosure are protected from retaliation for having made the report. Employees, students and others are also protected from retaliation from cooperating in the ÖйúÌå²ÊÍø¡¯s investigation of a Protected Disclosure.

Any employee who believes he/she has been subjected to or affected by retaliatory conduct for making a Protected Disclosure or participating in the investigation of a Protected Disclosure should report this concern to the Director Human Resources. If the Director of Human Resources is the source of or otherwise involved in the retaliatory conduct, then the matter should be reported to the General Counsel of the ÖйúÌå²ÊÍø or a Cabinet member. If an employee believes that reporting the alleged retaliatory behavior will be ineffectual or of a report has been made and the retaliatory conduct has not ended, the employee should report the matter to another Cabinet member.

All reports of improper activities will be investigated promptly and with discretion, and all information will be handled on a ¡°need to know¡± basis. At the conclusion of an investigation, remedial and/or disciplinary action (up to and including termination) will be taken as the ÖйúÌå²ÊÍø deems  necessary. Students or employees who make allegations known to be untrue, or with reckless disregard for the truth or in bad faith may be subject to disciplinary action.

ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø is committed to complying with the Family Educational Rights and Privacy Act (FERPA), which maintains and protects the confidentiality of student education records. Additionally, ÖйúÌå²ÊÍø has a designated FERPA officer available to answer questions and monitor compliance. Employees with access to students and student educational records are required to participate in periodic training concerning FERPA matters and to hold all covered student information in the strictest confidentiality. Additional information about ÖйúÌå²ÊÍø¡¯s FERPA regulations is available in the Student Handbook

It is the policy and commitment of ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø to provide an environment free from discrimination and harassment based upon an individual¡¯s actual or perceived race, color, religion, national origin, service in the uniformed service (as defined in state and federal law), veteran status, sex, age, political ideas, marital or family status, pregnancy, disability, genetic information, gender identity, gender expression, sexual orientation, order of protection status, work authorization status, or any other classification protected by law in matters of admissions, employment, housing, services, or in the educational programs and/or activities operated by the ÖйúÌå²ÊÍø.

Discrimination occurs when an individual is excluded from participation in, is denied the benefits of, or is subjected to discrimination under any academic, extracurricular, research, occupational training, or other education program or activity of the ÖйúÌå²ÊÍø, based on any of the characteristics listed above.

Harassment, whether verbal, physical, emotional, financial, or visual, that is based on any of the characteristics listed above is a form of discrimination.  This includes harassing conduct that impacts job benefits, or interferes unreasonably with an individual¡¯s academic or work performance, or creates what a reasonable person would perceive to be an intimidating, hostile, or offensive environment.   Prohibited sex discrimination includes sexual harassment and sexual violence.  Conduct that meets the scope and definition of the Policy Against Sexual Misconduct and Title IX Sexual Harassment will be handled under the grievance procedures of that Policy.

Some examples of what may be considered discrimination or harassment, depending on the facts and circumstances, include the following:

• Verbal behaviors: derogatory comments regarding a person¡¯s race, color, gender, sexual orientation, religion, ancestry, ethnic heritage, mental or physical disability, age, appearance or other classification protected by law; threats of physical harm or distribution of written or graphic material having such effects. Derogatory gestures or the display of signs or pictures that may be offensive to others may also be examples of harassment.
• Physical behaviors: physical contact including touching, hitting, pushing or other aggressive contact. 
• Sexual behaviors: unwelcome verbal or physical conduct of a sexual nature such as sexual advances, demands for sexual favors or other unwelcome verbal or physical conduct of a sexual nature.

Conduct may be considered harassment if:

• It is unwelcome; and 
• Submission to or rejection of such conduct is used as the basis of an academic or employment decision or is either an explicit or implicit term of employment or admission to any college program or college-related activity; or
• Such conduct is sufficiently serious (i.e., severe or pervasive, and/or persistent) and subjectively and objectively offensive so as to deny or limit a person¡¯s ability to participate in or benefit from the ÖйúÌå²ÊÍø¡¯s programs, services, opportunities, or activities; or
• Such conduct has the purpose or effect of substantially  interfering with an individual¡¯s work or educational performance or creating an intimidating, hostile, or offensive working or educational environment.

It is expected that each and every member of the ÖйúÌå²ÊÍø community will assist and support the ÖйúÌå²ÊÍø in its prohibition of discrimination and harassment.   All employees of ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø are required to promptly report suspected violations of this Policy, even if the individual who was or is the victim has not filed a complaint.   The report can be made to a supervisor, the Director of Human Resources, the Dean of Students Office, or in the case of sex discrimination, the Chief Title IX Coordinator or Deputy Title IX Coordinators.

SCOPE OF POLICY

This Policy applies to all employees, including faculty, staff and administrators, of the ÖйúÌå²ÊÍø, as well as all students, guests and visitors of the ÖйúÌå²ÊÍø community.  

REPORTING PROCEDURES

Discriminatory behaviors can occur intentionally or unintentionally. A member of the ÖйúÌå²ÊÍø community who feels discriminated against or harassed by an employee of the ÖйúÌå²ÊÍø, a student, guest or visitor or any other third-party (such as a supplier or vendor) should make this concern known by:

• If possible, telling the person who is engaging in the conduct or communication that their actions are offensive to you and that those actions must stop.  Individuals who are not comfortable communicating directly with the person should skip this step.
• Inform your manager, or any member of the Office of Human Resources, Chief Title IX Coordinator or Deputy Title IX Coordinators, the Dean of Students Office, or a member of the Residential Life staff of the offensive behavior. This can be done by meeting in person or in writing. 
• Follow up a verbal complaint with a written report of the complaint.   It is helpful for allegations of improper behavior to be put in writing to assure a clear understanding of the behaviors and the issues raised. The written report should contain as much specific information as possible.
• Please see the ÖйúÌå²ÊÍø¡¯s Policy Against Sexual Misconduct and Title IX Sexual Harassment for additional options in reporting sex discrimination, including sexual and interpersonal misconduct.

All complaints of discrimination or harassment will be kept as confidential as possible. The ÖйúÌå²ÊÍø will promptly and thoroughly investigate alleged behavior that would constitute a violation of this Policy Against Discrimination and Harassment and will take steps necessary to stop behavior that violates this Policy.   The investigation and grievance procedures may vary depending on the type of discrimination reported, the nature of the allegations reported and where they occurred, as well as the classification of the individual accused of a violation (i.e, student, employee or faculty member).   If you feel that your complaint has not received appropriate attention, you should discuss your concern with the Director of Human Resources, Chief Title IX Coordinator or Deputy Title IX Coordinators, the Dean of Students Office, or the General Counsel of the ÖйúÌå²ÊÍø.

RETALIATION PROHIBITED

It is central to the values of ÖйúÌå²ÊÍø ÖйúÌå²ÊÍø that any individual who believes they may have been the target of prohibited discrimination or harassment feel free to report their concerns without fear of retaliation or retribution.   The ÖйúÌå²ÊÍø strictly prohibits retaliation against an employee or any other individual who opposes or reports in good faith any practices prohibited under this Policy, including bringing a complaint of discrimination or harassment, assisting someone with such a complaint, attempting to stop such discrimination or harassment, or participating in any manner in an investigation or resolution of a complaint of discrimination or harassment.  Any individual who believes they have been subjected to or affected by retaliatory conduct for reporting a suspected violation of this Policy or participating in an investigation should report the concern immediately to the Director of Human Resources, the General Counsel, the Dean of Students Office or the Chief Title IX Coordinator or Deputy Coordinators.  

REPORTING OPTIONS OUTSIDE OF THE COLLEGE 

The ÖйúÌå²ÊÍø has established this Policy to establish a process for the prompt and effective resolution of concerns of students and employees.  Individuals have the right, however, to contact the Illinois Department of Human Rights (IDHR) or the Equal Employment Opportunity Commission (EEOC) to file a formal complaint.  An IDHR complaint must be filed within 180 days of the alleged incident(s) unless it is a continuing offense.   A complaint with the EEOC must be filed within 300 days.  In addition, an appeal process is available through the Illinois Human Rights Commission (IHRC) after IDHR has completed its investigation of a complaint. 

Contact Information:
 

• Illinois Department of Human Rights (IDHR)
  Chicago: 312-814-6200 or 800-662-3942
  Chicago TTY: 866-740-3953
• Illinois Human Rights Commission (IHRC)
  Chicago: 312-814-6269
  Chicago TTY:  312-814-4760
• United States Equal Employment Opportunity Commission (EEOC)
  Chicago: 800-669-4000
  Chicago TTY: 800-869-8001

An employee or student who has been physically harassed, threatened or assaulted may also have grounds for criminal charges, such as assault or battery. 

FALSE AND FRIVOLOUS COMPLAINTS

False and frivolous charges refer to cases where the accuser is using a claim of prohibited harassment or discrimination to accomplish some other end other than stopping prohibited harassment.  It does not refer to charges made in good faith which cannot be proven.  Given the seriousness of the consequences for someone accused of prohibited harassment or discrimination, a false and frivolous charge is a severe offense that can itself result in disciplinary action.

Policy updated Aug. 23, 2024

Please see this section under Sex Discrimination and Title IX: Policies and Procedures.

Please see this section under Sex Discrimination and Title IX: Policies and Procedures.

Please see this section under Sex Discrimination and Title IX: Policies and Procedures.

The ÖйúÌå²ÊÍø will ensure that ÖйúÌå²ÊÍø officials acting under this Policy, including but not limited to the Title IX Coordinator, investigators, hearing officers, informal resolution facilitators, ÖйúÌå²ÊÍø provided advisors, and appeals officers, receive training in compliance with 34 C.F.R. ¡ì 106.45(b)(1)(iii), and any other applicable federal or state law.

The ÖйúÌå²ÊÍø will also provide education to students and employees on issues relating to Title IX Sexual Harassment and the ÖйúÌå²ÊÍø¡¯s policies and procedures that complies with the Illinois Preventing Sexual Violence in Higher Education Act and any other applicable federal or state law. 

The ÖйúÌå²ÊÍø will provide the following education programming designed to promote the awareness of sexual assault, domestic violence, dating violence and stalking.

Employees with Responsibility for Receiving Reports of Violations of this Policy; Providing or Referring Services to Victims; and/or Adjudicating Alleged Violations of this Policy

? Training on at least an annual basis on the issues related to sexual assault, sexual violence, dating violence and stalking; and
? Training on at least an annual basis on how to conduct an investigation and hearing process that protects the safety of victims and promotes accountability.

PRIMARY PREVENTION AND AWARENESS PROGRAMS

The ÖйúÌå²ÊÍø will provide primary prevention and awareness programs for all incoming students and new employees that includes the following:

? a statement that the ÖйúÌå²ÊÍø prohibits the offenses of discrimination, harassment, sexual assault, domestic violence, dating violence and stalking, and a description of the ÖйúÌå²ÊÍø's policies that prohibit this conduct;
? the definition of consent and inability to consent, in reference to sexual activity, as defined in this Policy and under Illinois law;
? the definition of discrimination, harassment, including sexual assault, domestic violence, dating violence, and stalking (or similar offenses) in this Policy and under Illinois law;
? safe and positive options for bystander intervention that may be carried out by an individual to prevent harm or intervene when there is a risk of discrimination, harassment, sexual assault, domestic violence, dating violence and stalking against a person other than such individual;
? information on risk reduction to recognize warning signs of abusive behavior and how to avoid potential attacks;
? the procedures that a Complainant/victim should follow if discrimination, harassment, sexual assault, domestic violence, dating violence and stalking has occurred, as described in this Policy, including options for a Complainant/victim to report such incidents to a confidential advisor or other confidential resource;
? the possible sanctions and protective measures that the ÖйúÌå²ÊÍø may impose following a final determination of a violation of ÖйúÌå²ÊÍø policy regarding discrimination, harassment, sexual assault, domestic violence, dating violence and stalking;
? the procedures for ÖйúÌå²ÊÍø disciplinary action in cases of alleged discrimination, harassment, sexual assault, domestic violence, dating violence and stalking, as described in this Policy, including the standard of proof that is used;
? information about how the ÖйúÌå²ÊÍø will protect the confidentiality of Reporting Parties, including how publicly-available recordkeeping will be accomplished without the inclusion of identifying information about the Reporting Party, to the extent permissible by law;
? information about existing counseling, health, mental health, victim advocacy, legal assistance, and other services available for student and employee accusers and victims both on-campus and in the community; and
? information about options for, and available assistance in, changing academic, living, transportation, and working situations, if requested by a Complainant and if such accommodations are reasonably available, regardless of whether the Complainant chooses to report the crime to campus security or local law enforcement.

ONGOING PREVENTION AND AWARENESS CAMPAIGNS

The ÖйúÌå²ÊÍø will also provide ongoing prevention and awareness campaigns for students and employees that include the information covered in the primary prevention and awareness programs.

CHANGES IN THIS POLICY

The ÖйúÌå²ÊÍø reserves the right to make adjustments and changes in this policy at any time.