Title IX

Title IX

Title IX | Florida Institute of Technology

5.1 Anti-Harassment

Applicable Employee Classes:

All Florida Tech Employees

Reviewed Date:

December 2014

Approved by:

Dr. T. Dwayne McCay, President

Policy

We are committed to providing a work environment free of harassment. As a result, we maintain a strict policy prohibiting sexual harassment and harassment based on race, color, sex, national origin, religion, disability, genetic information, age, gender identity, sexual orientation or any other protected category. All such harassment is prohibited. Our anti-harassment policy applies to all persons involved in our university and prohibits harassment at work by anyone, including university supervisors, co-workers, visitors or vendors.

Sexual Harassment Defined

Sexual harassment includes unwanted sexual advances, requests for sexual favors or visual, verbal or physical conduct of a sexual nature when: submission to such conduct is made a term or condition of employment, submission to or rejection of such conduct is used as a basis for employment decisions affecting the individual, or such conduct has the purpose or effect of unreasonable interfering with an employee's work performance or creating an intimidating, hostile, or offensive working environment.

Sexual harassment includes various forms of offensive behavior. The following is a partial list: unwanted sexual advances, offering employment benefits in exchange for sexual favors, making or threatening reprisals after a negative response to sexual advances, visual conduct such as leering, making sexual gestures, displaying of a sexually suggestive objects or pictures, cartoons or posters, verbal conduct such as making or using derogatory comments, epithets, slurs, sexually explicit jokes, comments about an employee's body or dress, verbal sexual advances or propositions, verbal abuse of a sexual nature, graphic verbal commentary about an individual's body, sexually degrading words to describe an individual, suggestive or obscene letters, notes or invitations, physical conduct such as touching, assault, impeding or blocking movements, and retaliation for making harassment reports or threatening to report harassment.

This policy also protects employees from harassment by vendors. If the harassment occurs on the job by someone not employed by the university, the procedures in this policy should be followed.

This policy applies to males who sexually harass females or other males, and for females who sexually harass males or other females.

Other Types of Harassment

Prohibited harassment on the basis of race, color, sex, national origin, religion, disability, genetic information, age, sexual orientation, gender identity or other protected category; includes behavior similar to sexual harassment such as: verbal conduct including threats, epithets, derogatory comments or slurs, visual conduct including derogatory posters, photography, cartoons, drawings, or gestures, physical conduct including assault, unwanted touching or blocking normal movement, retaliation for making harassment reports or threatening to report harassment.

Protection Against Retaliation

Retaliation is prohibited against any person by another employee or by the university for using this complaint procedure, reporting a violation of the equal employment opportunity policy, reporting harassment, or for filing, testifying, assisting or participating in any manner in any investigation, proceeding or hearing conducted by a governmental enforcement agency. Prohibited retaliation includes, but is not limited to, termination, demotion, suspension, failure to hire or consider for hire, failure to give equal consideration in making employment decisions, failure to make employment recommendations impartially, adversely affecting working conditions or otherwise denying any employment benefit.

Procedure

Any employee who believes that he or she has been harassed or discriminated against by anyone including a co-worker, supervisor, vendor, visitors or customers of the university or who is aware of the harassment or discrimination of others, should immediately provide a written or verbal report to his or her supervisor or the Office of Human Resources.  The university will endeavor to protect the privacy and confidentiality of all parties involved to the extent possible, consistent with a thorough investigation.

After a report is received, a thorough and objective investigation by management will be undertaken. The investigation will be completed and a determination made and communicated to you as soon as practical. The university expects that all employees fully cooperate with any investigation conducted.

If we determine that this policy has been violated, remedial action will be taken, commensurate with the severity of the offense. Appropriate action will also be taken to deter any future harassment or discrimination. If a complaint of harassment or discrimination is substantiated, appropriate disciplinary action, up to and including discharge, will be taken.

Please report any retaliation to your supervisor or the Office of Human Resources (321) 674-8100. Any report of retaliatory conduct will be investigated in a thorough and objective manner. If a report of retaliation is substantiated, appropriate disciplinary action, up to and including discharge, will be taken.

Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act of 1967 (ADEA), The Americans with Disabilities Act of 1990 (ADA)

5.2 Campus and Workplace Violence Prevention

Applicable Employee Classes:

All Florida Tech Employees and Students

Reviewed Date:

December 2014

Approved by:

Dr. T. Dwayne McCay, President

Policy

The Florida Institute of Technology would like to express its intent to provide a safe and secure learning and working environment for all employees, students, and visitors. This policy applies to all university owned, controlled, or leased properties, including satellite locations as well as university owned or leased vehicles during, before, or after regular class or work hours.

Violent behavior which may or may not include the actual act of physical force, with or without a weapon, toward another employee, student, or visitor will not be tolerated. This also includes use of any method of communication such as email, texting, comments posted on websites and phone calls. Violence includes any and all intimidations, threats, domestic and dating violence, physical attacks, stalking, harassment, and property damage.

Firearms of any type are not permitted on Florida Tech Property in compliance with Florida Statute.  The only exceptions are on-duty law enforcement officers. While on university-controlled sites and at university-directed activities, employees are prohibited from introducing, possessing, using, buying, or selling unauthorized weapons, firearms, ammunition, explosives, or items deemed by campus  security to be dangerous. Firearms are defined as any gun, rifle, pistol or handgun designed to fire bullets or projectiles, regardless of propellant used.   

Brandishing any type of weapon such as knives with fixed blades or pocket knives, razors, metal knuckles, blackjacks, hatchets, and bows and arrows will not be tolerated and those individuals will be arrested and/or terminated.

Possession of firearms of any type, metal knuckles, blackjacks, hatchets, bows and arrows, and explosive devices will not be tolerated and those individuals whom possess these types of weapons will be arrested and/or terminated.

Procedure

Employees, students, and visitors are expected to report to campus security any and all suspicious activities including threatening behavior and situations involving/regarding employees, former employees, students, customers, and strangers. In an emergency, one must first secure his or her own safety and then call 911 or campus security (321) 674-8111. All reports of violence will be handled in a strict confidential manner. This policy also prohibits retaliation against any person(s) who reports a violation of this policy. It is the responsibility of all on campus to take any threat or violent acts seriously and to report them as addressed in this policy.

5.12 Sexual Abuse

Applicable Employee Classes:

All Florida Tech Employees

Reviewed Date:

December 2014

Approved by:

Dr. T. Dwayne McCay, President

Policy

Florida Tech will not tolerate and will seek to eradicate any behavior by its employees or volunteers, which constitutes sexual abuse. Sexual abuse means any actual, attempted or alleged criminal sexual conduct of a person by another person or persons, acting together regardless if criminal charges or proceedings are brought, which causes physical and/or mental injuries.
Sexual abuse also means actual attempted or alleged criminal: sexual molestation, sexual assault, sexual exploitation or sexual injury, as defined by Florida statute. Sexual abuse does not include sexual harassment.

Procedure

It is the express policy of Florida Tech to encourage victims of sexual abuse, to come forward with such claims. All formal complaints will be given a full, impartial and timely investigation which shall include preparation of a Sexual Abuse Incident Report. During such investigation, every effort will be made to protect the privacy rights of all parties to the extent possible.

In order to conduct an immediate investigation, any incident of sexual abuse must be reported as quickly as possible, as follows:

  1. Employees are required by law to report any known or suspected incidents of sexual abuse. They should report any incidents to the Director of Human Resources (321) 674-8100.
  2. Each year parents and /or legal guardians of students shall be advised of the contents of this Sexual Abuse Policy and Procedures and be instructed to report any incident of known or suspected sexual abuse to Florida Tech personnel as listed above.

Any employee or volunteer who is determined, after an investigation, to have engaged in sexual abuse in violation of this policy will be subject to disciplinary action up to and including discharge. False accusations regarding sexual abuse will not be tolerated and any person knowingly making a false accusation will likewise be subject to disciplinary action up to and including discharge. Furthermore, any individual who retaliates against any person who reports alleged sexual abuse or who retaliates against any person who testifies assists or participates in an investigation, a proceeding or a hearing relating to a sexual abuse complaint will be subject to disciplinary action. Retaliation includes, but is not limited to, intimidation, reprisal or harassment.

Title VII of the Civil Rights Act of 1964

Ref.: employee handbook 2007