Sexual Harassment Policy and Procedures
This page has been created to present information to the campus community.
This page has been created to present information to the campus community.
Albion College is committed to maintaining a living, learning, and working environment for students, faculty, and staff that is free of sexual harassment. Sexual harassment is contrary to the standards of the College community, and it is a barrier to fulfilling the College’s academic mission. Sexual harassment is also illegal. It is prohibited in the employment context by Title VII of the 1964 Civil Rights Act, in the education context by Title IX of the Educational Amendments of 1972 and, in both employment and education contexts, by Michigan’s Elliott-Larsen Civil Rights Act, adopted in 1976. It will not be tolerated at Albion College. All members of the College community have an obligation to participate in any investigation of a sexual harassment complaint.
Sexual harassment can be a very serious matter having far-reaching effects on the lives and careers of individuals. Intentionally false accusations can have similar impact. Both a person who sexually harasses another, and a person who knowingly and intentionally files a false complaint under this Policy, are subject to appropriate remedial action. An individual may engage in conduct of a sexual nature that may not be sufficiently severe, persistent, or pervasive to constitute sexual harassment as described below, but is nonetheless inappropriate. Such conduct may violate other College policies, and the College will take appropriate action.
Access the Policy and Procedures for Addressing Complaints of Sexual Harassment via this link.
In addition to members of the College community (as defined by Albion College), the College's sexual harassment policy applies to the conduct of vendors, contractors, visitors, and third parties. If a College student or employee believes that he or she has been subjected to conduct by a vendor, contractor, visitor, or third party that violates this policy, the student or employee should contact the Title IX Coordinator and Director for Human Resources, Lisa Locke at 517/629-0206. The College will respond as appropriate, given the nature of its relationship to the vendor, contractor, visitor, or third party.
Albion College is committed to maintaining a living, learning, and working environment for students, faculty, and staff that is free of sexual harassment. Sexual harassment is contrary to the standards of the College community, and it is a barrier to fulfilling the College's academic mission.
Education and awareness are essential to Albion College efforts against sexual harassment including sexual assault, and the College provides educational materials and programs. Education efforts shall include the on-going discussion of the sexual harassment policy and an understanding of what constitutes sexual harassment, procedures for addressing alleged sexual harassment, and methods for prevention of sexual harassment. Educational programs shall be held for new students (i.e., first-year and transfer students) and new faculty and staff members. Ongoing educational programs shall also be held for faculty, staff, and students.
Resources for support include the offices and program below. All information shared with these offices will remain confidential to the extent permitted by law and College policy.
Information concerning sexual harassment is available from the offices listed below.
Also please see:
Faculty members, staff members, or students (as designated) may seek free and confidential consultation from the campus resources listed below.
The policies and procedures that are included in this manual have been developed by Albion College for its employees. This manual is strictly for informational purposes and is not intended to be and is not to be construed as a contract of employment. The College reserves the right to add to, subtract from, or modify the policies and procedures in this manual as it deems appropriate. Any change in College policy must be approved, in writing, by the President's Administrative Council or by the President.
A copy of this Employee Services Manual Including Policies and Procedures will be located in all campus departments and will be made available to all employees who will be notified of revisions as policies or procedures change. Notices will be distributed through the campus mail system (including email) and posted on bulletin boards. This manual can also be accessed through the Internet at: http://www.albion.edu/hrAny recommendations for change in College policies or procedure must be submitted in writing to the Director of Human Resources.
Scope Definition * Full time employees Normally, 32 or more hours per week * Part time employees Normally, fewer than 32 hours per week ACESPA employees Employees represented by either Albion College Educational Support Personnel Association (Secretarial/Clerical or Dining/Trades) Administrative employees Salaried employees Faculty Instructional personnel Regular employees Full time and part time employees Staff
Salaried administrative employees, full time hourly employees represented by ACESPA, and part time hourly employees * hours per week refer to administrative and part-time hourly employees, ACESPA hours are defined by the Association Agreement.
Albion College is committed to a policy of equal opportunity and non-discrimination on the basis of sexual orientation and of race, color, national origin, religion, sex, age or disability as protected by law, in all educational programs and activities, admission of students and conditions of employment.
Mike Rathbun is no stranger to crazy situations that Stock Room Attendants sometimes must often endure. Recently, Mike was responsible for setting up a basketball recruit tailgate event. The day began very nice, not a cloud in the sky. Mike set up the tailgate at the Ferguson lot as requested. All at once, the skies got dark and the rain came in droves. Well, obviously the tailgate would not go on at Ferguson. Mike, being the diligent worker that he is, went back and took down the tailgate without being asked and moved everything to the Dow Center out of the weather. Mike is receiving this award for his positive attitude toward this event and the professional patience he showed this day in dealing with this uncontrollable situation. Coach Jody May nominated Mike for this award.
Shahid Malik - Technical Administrator, has been nominated as the Employee of the Month. Shahid is the primary person behind the maintenance and programming of the Cisco Call Manager PBX, the XIBO digital signage system, the video surveillance system, and other systems on campus. In September, Shahid worked hand in hand to assist Campus Safety in the resolution of a security issue by pulling data from multiple systems Additionally, Shahid is a patient trainer of other staff on our systems, and a pleasure to work with. Thank you Shahid for all that you do to ensure the communications, security, and other systems we have on campus run smoothly and meet the needs of our students, faculty and staff.
Mitch Kyser is the seniority leader in the Systems & Networking department, joining the college in 1984. During his time in IT, he has been the technical lead for two email system transitions (from the Alpha to GroupWise, and from GroupWise to Google Mail) and has been instrumental in many other "behind the scenes" activities in IT. In his current role of Network Administrator, Mitch has been the technical lead for our server virtualization project. This project has allowed IT to consolidate servers and space, which reduces our need for power and cooling and saves the college money. He is currently working on desktop virtualization so we can reap these same benefits at the desktop, and is assisting with our new Banner Document Imaging System (BDMS), all while continuing the daily management of our server infrastructure. Thanks, Mitch!