(Based on Race, Sex, Sexual Orientation, Age, Handicap, Religion, National Origin) (See sections 1.6.3 ) (approved December 1990)(edit Oct 2014, July 2015)
(Sexual Harassment is covered in Kenyon's Title IX and Intimate Partner Violence Policy, which was approved in 2015. http://www.kenyon.edu/directories/offices-services/ocr/title-ix-vawa/kenyon-policies/title-ix-policy/. See 1.6.3)
The College seeks to protect and preserve the dignity and integrity of all its members. In seeking to make real the promise of equal opportunity and racial diversity, Kenyon faces the need to make absolutely clear its commitment to a community of mutual respect for difference, of racial understanding and tolerance and, concomitantly, its absolute rejection of racial bigotry and persecution. The following statement is universal; it covers a wide array of forms of group-based discriminatory harassment, because that which makes racial harassment wrong makes all such harassment wrong. The particular concern which has brought forth this statement is racial harassment.
B. Statement of Principle
All members of the Kenyon College community, whether students or employees, incur special responsibilities. The objectives of the College include the discovery of new knowledge, the communication of knowledge through education, and the creation and sustenance of a community of scholars and students. By accepting membership in this community, students and employees assume a responsibility for and a commitment to free expression, free inquiry, honesty, tolerance, and respect for the rights and dignity of others.
Students, in particular, come to Kenyon to study the liberal arts. These treat in various ways what it is to be human as such. As a consequence, Kenyon students live under an expectation which goes beyond even the ordinary expectations of civil life to seek out and recognize the common humanity of those they meet and deal with. This entails the responsibility of learning what others understand to be slurs against groups which implicitly deny their members the status of common humanity, so that they do not offend in ignorance. It entails as well the responsibility of educating others in a courteous spirit about what is offensive so that they do not offend in ignorance. It entails furthermore the responsibility of engaging in mutual and respectful discussion and education. These expectations of sensitivity are enforced in general by praise and blame.
Harassment, however, as properly defined below, is a very serious offense which can result in the imposition of severe disciplinary measures. Harassment, as defined below, is offensive to the principles of appropriate discourse and civil conduct. Indeed, it is a form of persecution which can cause extreme anguish and humiliation. It is unacceptable under any circumstances and will not be tolerated. An individual, whether student or employee, who engages in harassment may be made subject to the applicable student or employee grievance and disciplinary procedures. Students or employees who experience harassment, as defined below, should report this experience to the Student Affairs Center, to their immediate supervisor, or to the Title IX and Section 504 Coordinator. A fair hearing will be held, as on other charges of social infractions. No member of this community should tolerate harassment.
C. Definition of Harassment
Speech or other expression constitutes harassment by personal vilification if it:
Harassment may also be constituted by non-verbal acts which would also be punishable as, for example, vandalism, physical assault, or destruction of property. Other examples of harassment include epithets or "jokes" referring to an individual's group-based attributes; placement of offensive written or visual material on another's living quarters or work area; offensive messages sent through electronic mail; undesired physical contact, physical violence or threat of same.
D. Explanatory Notes
(approved May 1989)
The faculty/student relationship, however warm or collegial, inherently involves disproportionate power and influence on one side and is thus liable to abuse. A sexual or dating relationship between a faculty member and a student not only exploits this imbalance but also distorts and inhibits the learning environment. For these reasons it is the consensus of the Kenyon College community that sexual and dating relationships between Kenyon College faculty and Kenyon College students are unacceptable and constitute personal and professional misconduct.
Kenyon College is committed to providing its students, faculty, and staff a community and place of study and work which is free of sexual harassment and all forms of sexual intimidation and exploitation.
Definitions of Prohibited Conduct and Prohibited Relationships as well as reporting, investigation, and resolution procedures are provided by the College’s uniform Title IX and Intimate Partner Violence Policy.
(effective April 1989)
Kenyon College is committed to a drug-free school and work environment for its students and employees. Furthermore, Kenyon College is committed to and supports the applicable laws governing the use of alcohol and illicit drugs.
A. Standards of Conduct
The manufacture, possession, use, distribution, sale, purchase, or transfer of, or being under the influence of, alcohol or illegal drugs is strictly prohibited while on Kenyon premises or while performing College business. The use of alcohol when authorized by the College for approved College functions is not prohibited. For purposes of this policy the term "drug" shall include any illicit drug, controlled substance, intoxicating substance, inhalant, counterfeit substance, look-alike substance, marijuana, cannabis, opiate, hallucinogen, narcotic, or other unlawful drug for purposes of federal or state law, including but not necessarily limited to the Drug-Free Workplace Act and the Drug-Free Schools and Community Act.
The use of alcohol by an employee while on College-owned or College-controlled grounds or as a part of a Kenyon College activity, including meal periods and breaks, is prohibited except when authorized by the College for approved College functions. No employee shall report to work while under the influence of illicit drugs or alcohol.
With regard to the consumption of alcohol by students, it is the College's intention that its policies comply with state and local laws governing the use, distribution, and consumption of alcohol. For example, state law prohibits: 1) persons under twenty-one from buying, being furnished with, and consuming alcoholic beverages or possessing them in a public place, with limited exceptions; 2) the misrepresentation of age or falsification of identification cards or use of another person's identification; and 3) the opening or consumption of alcoholic beverages in a moving vehicle. The College recognizes that some of its students are twenty-one or older and therefore are permitted to consume alcohol under state law. In order to regulate the availability, furnishing, and consumption of alcohol by those students who are twenty-one or older, the College has promulgated specific rules and regulations regarding the limitations and restrictions about drinking on College-owned or College -controlled property or as a part of any College off-campus activity. These regulations are set forth more specifically in the Student Handbook, which is distributed annually to each student.
Off-the-job illegal drug use which could adversely affect an employee's job performance or which could jeopardize the safety of other employees, the public, or College facilities, or where such usage could jeopardize the security of College finances or business records, or where such usage adversely affects students, customers, or the public's trust in the ability of the College to carry out its responsibilities, will not be tolerated. Employees who are involved in or suspected of involvement in off-the-job drug activity will be considered in violation of this policy.
B. Applicable Legal Sanctions
For both students and employees, federal, state, and local laws provide a variety of penalties for the unlawful possession or distribution (i.e., trafficking) of illicit drugs or alcohol.
C. Counseling/Treatment Program Availability
Kenyon College recognizes that alcoholism / drug abuse is a form of illness that is treatable in nature. The College shall not discriminate against employees based on the nature of their illness. No employees shall have their job security threatened by their seeking assistance for a substance-abuse problem. The same consideration for referral and treatment that is afforded to other employees having non-drug / alcohol related illnesses shall extend to them.
D. Sanctions for Violation of Standards of Conduct
Nothing in this policy is construed to prohibit the College from its responsibility to maintain a safe and secure work environment for its employees or from invoking such disciplinary actions as may be deemed appropriate for actions of misconduct by virtue of their having arisen out of the use or abuse of alcohol or drugs or both. Depending on the nature and seriousness of the infraction, an employee may be subject to disciplinary action up to and including dismissal and may be further required to participate in and/or successfully complete a drug or alcohol evaluation, assistance, or rehabilitation program in conjunction with such discipline or otherwise. Depending on the nature of the violation, the authorities may be contacted for criminal prosecution.
Any Kenyon College student determined to have violated the standards of conduct applicable to students will be subject to disciplinary action. Penalties may include suspension or expulsion. Depending on the nature and seriousness of the infraction, the authorities may be contacted for criminal prosecution. Students also may be required to participate in and/or successfully complete a drug or alcohol evaluation, assistance, or rehabilitation program in conjunction with such discipline or otherwise.
E. Program Review
In accordance with federal law, Kenyon College will conduct a biennial review of its drug and alcohol abuse prevention program to determine the program's effectiveness.
Through this program of providing the above information each year to each student and employee, the College is making a good-faith effort to implement an alcohol-drug program as required by the Drug-Free Schools and Communities Act amendments of 1989 and the Drug-Free Workplace Act of 1988