1.6 Professional Conduct
Discrimination, harassment and sexual misconduct are covered by Kenyon’s Civil Rights Policy, which was approved in 2021 and is updated annually.
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.
Adopted April 2015
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 Civil Rights Policy.
Effective May 2018
Sanctions for faculty found to be in violation of any subsection of section 1.6 of the Faculty Handbook should be reasonable and in proportion to the offense. Appropriate disciplinary action may range from a warning, a reprimand, relevant training, referral to counseling, salary freeze, removal from certain responsibilities (e.g. supervising employees), paid leave or unpaid leave, non-renewal of contract, reassignment, termination of tenure and/or termination of employment.
Effective April 1989, amended 2018
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 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.
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.
Every effort shall be made to provide an early identification of a substance abuser, to work with and assist the employee in seeking and obtaining treatment without undue delay.
Early identification of the substance abuser shall be based upon job performance and related criteria, as well as resulting impairment on the job from the job activities. The supervisor of the employee shall bring such information to the attention of the designated representative for further evaluation. An employee who voluntarily seeks treatment for a substance-abuse problem which requires a leave of absence for treatment shall be granted such leave of absence and further shall be eligible for benefits under the specifications of the existing paid and unpaid leave and insurance policies.
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 sanctions as specified in section 1.6.4 Sanctions for Violation of Professional Conduct, and/or 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.
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.