Discrimination and Sexual Harassment Prevention at Shippensburg University
Dr. John Burnett, Title IX Coordinator at Shippensburg University, presents information on preventing discrimination and sexual harassment through equal opportunity, Title IX, the Clery Act, protection of minors, and the ADA. The university's policies and contact information for Dr. Burnett are provided, along with details on training disclaimers and equal opportunity practices. The responsibilities of the Title IX Coordinator/Compliance Officer are outlined, emphasizing internal investigations, discrimination prevention training, policy updates, ADA enforcement, and victim accommodations.
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DISCRIMINATION AND SEXUAL HARASSMENT PREVENTION: EQUAL OPPORTUNITY, TITLE IX, THE CLERY ACT, PROTECTION OF MINORS, THE ADA , SHIPPENSBURG S POLICIES & RELEVANT INFORMATION Presented by: Dr. John Burnett Title IX Coordinator/Compliance Officer
Contact Information: Office Hours: Monday Thru Friday 8AM to 4:30PM or by appointment Office of Human Resources, Old Main 106A Dr. John Burnett Dr. Burnett is willing to meet individuals before and after work. He will meet in public locations other than the Old Main Office if necessary. Dr. Burnett will not meet at a private home, dorm room or apartment. Phone: 717-477-1323 Cell: 724-317-6415 Email: JABurnett@ship.edu
Training Disclaimer This training contains adult situations and language. The training content and the delivery of the training content is not meant to offend, embarrass or harass and is strictly for training purposes to show what behavior is inappropriate and prohibited per university policies.
Equal Opportunity Shippensburg University of PA is an Equal Opportunity Employer. This means that the university encourages the hiring of all individuals without regard to race, color, sex, sexual orientation, gender identity, age, national origin, disability status, religion, veteran status or genetic information.
Title IX Coordinator/Compliance Officer Conducts internal investigations regarding Discrimination and Title IX violations and oversees the university process and response to these violations Handles inquiries concerning employment discrimination issues with faculty, staff and students Conducts trainings for faculty, staff and students regarding discrimination prevention and Title IX Review, creates and updates policies and procedures Assists in ADA enforcement and ADA appeals Assist with university searches to maintain compliance and advise search committees Acts as a liaison for the university and PASSHE General Counsel regarding Discrimination and Title IX matters Provides accommodations for victims of discrimination or sexual assault as required by Title IX Identifying and addressing patters or systemic problems along with enforcing all Title IX policies and procedures for all academic programs
Title IX TITLE IX of the Education Amendments of 1972. Implementing regulations at: 20 U.S.C. 1681 & 34 C.F.R. Part 106 No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any educational program or activity receiving federal financial assistance.
The Clery Act Named after Jeanne Clery, who was nineteen years old and a freshman, who was killed at her university (in Pennsylvania) in 1986. The Clery Act became law in 1990 requiring universities to maintain records and disclose information about crimes that occur on their campuses. All crimes committed at Shippensburg University of Pennsylvania must be reported and when necessary, reported to the campus community in a timely manner. Shippensburg University of Pennsylvania publishes its Annual Security Report every October 1st on the Shippensburg University website.
Protection of Minors on Campus In a situation of suspected child abuse involving individuals under the age of 18, all employees are considered Mandated Reporters and have had training from the university regarding the reporting of suspected child abuse. This training is mandatory for all university employees and those have contact with minors. If there is a situation of suspected child abuse you must immediately make an oral report to the Pennsylvania Department of Human Services (DHS) by calling Child Line at 1-800-932-0313. After an oral report is made a written repost must be made within 48 hours to DHS. Immediately following the report to DHA, you must notify the Title IX Coordinator, Dr. John Burnett in Human Resources at 717-477-1323 or JABurnett@ship.edu . Dr. Burnett is designated as the person in charge of these complaints and will assist in facilitating the University s cooperation with the filing and investigating of any report incidents involving minors along with the university campus police.
ADA Compliance For Faculty and staff employees: If you have or develop a disability whether physical or mental and need accommodations, please contact The Human Resources Office in Old Main, Room 109 for assistance. For Students: All classroom accommodations will be handled by the Office of Accessibility Resources located at Mowrey Hall, Room 252. That office can be contacted at 717-477-1364 or oar@ship.edu Service animals are allowed on campus for accommodation purposes, but may be restricted in areas that could be harmful to the animals. Example: A lab that could have pathogens harmful to the animal.
When it comes to Discrimination and Sexual Harassment, someone else s perception of an event or statement may differ from our own.
Shippensburg University Policies Against Discrimination All Students, Faculty and Staff and other members of the campus community are subject to these policies preventing discrimination and sexual harassment. Individuals who violate these policies are subject to discipline, up to and including termination for employees and/or expulsion or other sanctions for students. This policy in not intended to and does not infringe upon academic freedom in teaching or research.
Harassment vs. Unlawful Harassment Unlawful harassment involves conduct aimed at any legally protected category: Race, Color, Sex, Sexual Orientation, Gender Identity, Religion, Nation Origin, Age, Disability, Veteran Status, and Genetic Information. Some harassing situations may not fall under protected categories but may still be prohibited under Shippensburg/PASSHE Human Resources policies. Example: A supervisor who yells at all their staff/employees for no reason, is not necessarily discriminating, but is being unfair and unprofessional. Being Respectful and Kind in the workplace toward co-workers and others is the BEST way to avoid problematic situations. Shippensburg university has no tolerance for any type of violence in the workplace, classroom or campus.
Unlawful Harassment is.. Unwelcome Offensive to both the recipient and a reasonable person Severe or pervasive: Meaning more than a one-time occurrence. Excluding situations of a battery, rape or physical assault, which is always considered severe. Also, in cases where there is a pattern of conduct that might seem like a one tine occurrence where other victims are not aware of each other. Prohibited under State and Federal Law. Does not refer to occasional compliments of a Socially Acceptable nature. Note: All cases of harassment should be reported.
Discrimination and Sexual Harassment can happen to anyone so don t think it can t happen to you! Discrimination and Sexual harassment can happen to anyone regardless of your race, color, age, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. If you observe discrimination or sexual harassment occurring to others, report it. Reports can be made anonymously through the Fraud/Waste Hotline (NAVEX) on the bottom the university webpages for those fearful of retaliation. Reporting incidents of discrimination and sexual harassment should be directed to the Title IX Coordinator/Compliance Officer at the Office of Human Resources in Old Main, Room 109. Phone: 717-477-1124.
Penalties and consequences for Discrimination and Sexual Harassment to those found to have violated Shippensburg University Policies Discipline, which can result in termination (Employees) or expulsion (Students) Loss of time and money, especially if you are sued in court. Embarrassment, ruined career and reputation. Discrimination and Sexual Harassment complaints can sometimes end up in a court room, a police report, the newspaper or an attorney s office . The penalties are real, so please take this seriously.
What to do.. Anyone who feels that they have been subjected to sexual harassment or discrimination is encouraged to promptly tell the person that their conduct is unwelcomed and ask that they stop the conduct. Always report all occurrences no matter how insignificant If you feel you may be in harms way by telling someone their conduct is unwelcomed, please report the conduct to Human Resources, The Title IX Coordinator/Compliance Officer, Student Affairs or the University Campus Police Department so someone or the appropriate staff can intervene on your behalf. Any person who receives such a request must immediately stop the behavior or actions and comply wit the request. Retaliation against the person rejecting the conduct is prohibited under the policies in place.
Complaint Process Every person in our campus community has a right to file a complaint, regardless of the merits. Complaints must be filed by 365 days from the date of incident to be considered timely under Shippensburg Policies. However, the university may investigate issues outside the 365 days timeline. All complaints are taken in confidence, but confidentiality cannot be guaranteed throughout the investigative process. Most complaint investigations are resolved within 90 days; however, some cases may require additional time. All Complainants and Respondents are notified in writing within five working days of the complaint being filed. All Respondents will have the opportunity to answer allegations against them. There are no secret investigations. All parties to a complaint will be kept informed during an investigation and can inquire on the status of the investigation at all times. All parties are notified in writing of the findings of an investigation once it is completed. However, if there is subsequent disciplinary action that results from the complaint, against any Respondent or party, that is a Human Resources matter that is confidential and will not be disclosed to a Complainant.
Support Person An individual filing a complaint of alleged discrimination or sexual harassment may select someone as their support person. A Respondent also has the right to have a support person. This can be a faculty member, student, co-worker, union representative, Pastor/minister, friend, or family member or any person that would make an individual more comfortable while making their complaint. The support person will not be permitted to advocate or talk on your behalf or make comments.
Supervisors Responsibilities As per university policy, every supervisor has the responsibility to take reasonable steps that are intended to prevent acts of harassment, discrimination and retaliation. Failure to take action may be grounds for disciplinary action. These steps include but are not limited to: Monitoring the work and school environment for signs that harassment and discrimination that may be occurring. Refraining from participation in, or encouragement of actions that could be perceived as harassment (verbal or otherwise) or discrimination/retaliation. Reporting and stopping any observed acts that may be considered harassment/discrimination/retaliation and taking appropriate steps to intervene, whether or not the involved individuals are within a supervisor s line of supervision. The University has the right to take immediate action to minimize or eliminate the work and/or school contact between two individuals when the situation arises that is openly hostile, retaliatory, or presents a situation that could result in violence or bodily harm.
Reminder about Computer Usage By using a university owned computer, you are agreeing to abide by the Shippensburg university s IT policies. There is no reasonable expectation of privacy on a university owned computer. Please make sure you are suing your computer for appropriate uses. Computers can be downloaded at any time and checked for pornography or other inappropriate materials/communications if complaints or problems are reported or discovered. Types of complaints commonly reported: Hate mail Pornography Sexually explicit jokes or pictures being shared Evidence of Stalking, sexually harassment or harassing an individual Under the RTK law anyone could request information off any university computer. It is highly recommended that all employees do not store personal items or non- work information on your university computer and routinely delete these items or remove them to a personal owned device.
Contacts Office of Human Resources: Director Laurie Porter Ph: 717-477-1124 Office of Accessibility Resources (Students): Director Shelbie D Annibale Ph: 717-477-1326 AFSCME: APSCUF: SCUPA: SPFPA: POA: SEIU 668: Harrisburg Office Doug Stepler Aaron Dobbs Lori Smith Sgt. Bryan Ruth Officer Matt Hopkins 717-477-1444 717-477-1501 717-477-1018 717-477-1218 717-477-1444 717-657-7677
Other Resources Department of Public Safety/University Police, Reed Operations Center Ph: 717-477-1114 Counseling Center, Wellness Center at Naugle Hall, Ground Floor, Ph: 717-477-1481 PAGE Center, Ceddia Union Building (CUB), Ph: 717-477-1291 Student Affairs, Old Main (2nd Floor) Ph: 717-477-1701 SEAP (Employee Assistance Program) 1-800-692-7459
To receive credit for taking this training In order to get credit for completing this training, you must download and complete the training receipt. Then it must be returned to the Office of Human Resources, Old Main, Room 109. Click here to download you training receipt
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