Relevant Information/ Terminology
Harassment violates federal and state laws, including Title VII of the Civil Rights Act of 1964, which prohibits harassment in the workplace, and Title IX of the Education Amendments of 1972, which prohibits harassment of students as a form of discrimination that denies or limits a student's ability to participate in or benefit from the College's programs.
Conduct that constitutes harassment according to the Equal Employment Opportunity Commission:
Messiah College’s Statement onIntent vs. Effect of Harassment.
Behavior that was not intended to be harassing can be perceived as harassing.
College Review Board:
Grievance Resolution (employee or staff as alleged harasser)
Informal Resolution Process: Since many complaints and disputes can be settled in conversation between the people involved, employees are encouraged to begin the resolution process by speaking with their immediate supervisors. Supervisors are expected to facilitate an earnest effort to resolve these issues as promptly as possible.
Formal Resolution Process - Second Step for Unresolved Issues or First Step for Egregious Issues: If the problem is not resolved by the process above or if a situation is egregious, an individual who feels harassed, discriminated, or retaliated against may initiate the formal complaint process by filing a complaint with the HR Director and providing sufficient details so as to allow the HR Director to determine if the harassment policies may have been violated.
Grievance Review Board
Specifically, the following additions to the committee would be required:
The Grievance Board, after a full review of the facts (which may include a review of the written summary of the problem, interviews with the people involved, and further investigation if necessary), will inform the individuals involved of its decision and any recommendations. The decision of the Grievance Board will be final.
The final written decision by the Grievance Board will reflect either a determination that the allegations were unwarranted or the terms of the prescribed resolution including any disciplinary action deemed appropriate. The appropriate action will depend on the following factors: (i) the severity, frequency and pervasiveness of the conduct; (ii) Prior complaints made by the complainant; (iii) Prior complaints made against the respondent; (iv) The quality of the evidence (first hand knowledge, credible corroboration etc.). If the investigation is inconclusive or it is determined that there has been no harassment or discrimination in violation of this Policy, but some potentially problematic conduct is revealed, preventative action may be taken.
Messiah College Grievance Resolution: In foundational documents that outline the College’s mission, college-wide educational objectives, foundational values, and strategic plan, the College has affirmed that reconciliation across lines of racial and cultural division as well as behavior respectful of gender is central to our identity as a Christian institution.
We seek to create a welcoming community which is characterized by the Biblical vision for justice, respect, inclusiveness, diversity, and shalom. Therefore, Messiah College deplores all incidents of harassment, intimidation and discrimination. Any act of harassment, intimidation or discrimination, whether it be committed intentionally or unintentionally, by employees of the College or students, is contrary to the ideals of Christian ethics, Christian community, and our educational mission.
This means that the College will respond promptly and firmly to reported incidents in ways that are educational and redemptive and that encourage both personal responsibility and reconciliation within the community. Once made aware of a grievance, Messiah College is committed to commence an appropriate investigation of the allegations.