It is Regent University 's policy to provide students and employees with an environment for learning and working that is free of sexual harassment whether by members of the same sex or opposite sex. All students and employees are entitled to be treated with dignity and respect as image-bearers of the Creator.

University administrators and supervisors are responsible for assuring that effective measures are taken to implement this policy's procedures. It is a violation of this policy for any member of the university to engage in verbal or physical sexual harassment. It is a violation of this policy for any member of the university community to make an intentionally false accusation of sexual harassment. Any person who has been accused of sexual harassment pursuant to the terms of this policy, who retaliates against his or her accuser in any manner, shall be charged with violating this policy. Any member of the university community who is found in violation of this policy will be subject to appropriate sanctions, which may include discharge or expulsion.

Definitions

"Work," for the purposes of this policy, means employment-related activities carried out by university employees and university-sponsored activities carried out by volunteers.

"Member of the university community," means student or employee, or an alumnus or volunteer involved in any university-sponsored activity.

"Sexual harassment" is defined as unwelcome and unsolicited conduct of a sexual nature, physical or verbal, by a member of the university community of the opposite sex or same sex. It may include:

•  Making unwelcome comments about a person's clothing, body, or personal life;

•  Offensive or abusive physical contact;

•  Use of offensive nicknames or terms of endearment;

•  Offensive jokes or unwelcome innuendoes;

•  Any suggestion that sexual activities would affect one's job, promotion, performance evaluation, working condition, course grade, course enrollment or graduation;

•  Displaying offensive objects or pictures; or

•  Other conduct that even if not objectionable to some employees, creates a working environment that may be considered by others to be offensive or hostile.

It may also consist of unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when one or more of the following occur:

•  Submission to or rejection of such conduct is made a term or condition of an individual's employment or a student's enrollment or performance;

•  Submission to or rejection of such conduct is used for the basis of an employment decision, such as promotion, demotion, termination, or pay, etc., or a student decision such as grade, nomination, graduation, etc.; or

•  Such condition interferes with an employee or student's work performance or creates a hostile, intimidating or offensive work environment.

Complaint Procedure

Any member of the university community who believes that he or she has experienced sexual harassment or who witnesses what he or she believes to be sexual harassment should use the following procedure.

•  In accordance with Matthew 18:15-17, any member of the university community who believes that he or she is being harassed or believes he or she has witnessed such behavior is encouraged to speak to that individual about his or her offensive conduct and seek resolution.

•  Any member of the university community who is uncomfortable approaching the offender, has done so without success or simply wishes to report such behavior to the University should report such facts immediately to their supervisor so the University can take appropriate action.

•  If the university member is uncomfortable approaching his or her supervisor for any reason, e.g., the supervisor is the person he or she feels is engaging in the harassing behavior, or he or she feels the matter is not being adequately addressed, they should bring the matter to the attention of the Dean or Department Head, the Vice President for Student Services or the Vice President for Human Resources as soon as possible after the alleged harassment occurred. If a Dean or Department Head receives a complaint of sexual harassment, or is informed of such a complaint by a supervisor, he or she should immediately bring the matter to the attention of the Vice President for Student Services (in matters involving one or more students) and/or the Vice President for Human Resources. In all cases, the Vice President for Human Resources shall be notified of all complaints of sexual harassment, whether or not the complaint involves an employee of the university.

•  The university member should file a written complaint explaining the nature of the harassment and indicating what remedy he or she seeks.

•  The Dean/Vice President shall forward a copy of the complaint and a copy of this policy to the accused member of the university community and the appropriate supervisor/administrator and advise them that an investigation of the charges will be conducted.

•  If the supervisor/administrator is involved in the complaint, the Vice President for Student Services/Vice President for Human Resources should choose another appropriate supervisor/administrator to be involved in the investigation.

•  The supervisor/administrator, working with the Dean/Vice President, shall promptly and confidentially investigate the complaint. Confidentiality will be maintained to the extent possible without jeopardizing a full investigation. In determining whether the alleged conduct constitutes sexual harassment, the supervisor/administrator will consider all the circumstances, such as the nature of the sexual conduct, the context in which the conduct occurred and the history of the relationship between the parties.

•  During the investigation, the accused member of the university community will be given an opportunity to respond, orally and/or in writing, to the complaint.

•  After the investigation of the complaint, the supervisor/administrator may propose mediation in order to secure a written agreement that satisfies all parties. (See Mediation Agreement in the Appendix.) A resolution by agreement of the parties may include the imposition of a sanction upon the accused individual, which the accused individual agrees to accept as a sanction.

•  If such an agreement is reached, a copy of the agreement shall be provided to each of the parties involved and the Vice President for Student Services or Vice President for Human Resources.

•  If, within 30 days of the receipt of a written complaint, the complaint is not resolved, the Vice President for Student Services or Vice President for Human Resources shall notify the parties in writing that the matter cannot be resolved and shall advise the complainant of his or her right to proceed with the charge.

•  If the complainant desires to proceed with the charge, the record of the complaint shall be provided to a committee appointed by the Vice President for Academic Affairs in consultation with the Vice President for Human Resources. The committee will be appointed within 10 business days and be composed of two deans and three representatives from the university community of faculty, staff or students, depending on the individuals involved.

•  Within 45 days, the committee shall hear testimony and evidence from both parties and shall make a finding regarding the truthfulness of the charge(s).

•  If the charge is proven true, the committee shall make a recommendation regarding sanctions, if appropriate. The imposition of sanctions shall occur in accordance with applicable university disciplinary and sanction procedures. The sanctions that may be recommended by the committee shall include, but not be limited to, censure/reprimand, demotion, suspension without pay or recommendation for termination.

•  If the charge proves to be false, all references to the charge shall be expunged from the records of the accused.

•  If the charge is found to be false and malicious, the matter should be referred to the Vice President for Academic Affairs for further action.

•  The final decision rests with the President acting on behalf of the Board of Trustees.

Members of the university community should also use this procedure in regard to any work-related sexual harassment by non-employees, including students, volunteers, alumnus, third-party vendors, etc. The University cannot always control the conduct of all non-employees, but will do its best to remedy any such situations that arise.