Interpersonal or job related problems should be worked out within your department
or office if at all possible. If you have a problem that needs resolution, discuss
it promptly with your immediate supervisor. If the two of you are unable to
resolve the problem, it may be necessary to take up the matter with the person
to whom your immediate supervisor reports.
The College encourages the use of informal approaches to working through conflicts,
and provides additional resources to assist you. In cases of job-related difficulties,
you may wish to consult with the Director of Human Resources, whose office is
located in Stokes Hall. If your conflict involves a matter of sexual harassment
or other discrimination (including sexual orientation, race, color, religion,
national origin, physical disability or handicap), you should seek the assistance
of one of the three Equal Employment Opportunity Officers. Their names are available
in the President's Office and the Human Resources Office.
These individuals will discuss your concerns with you confidentially. They
are also empowered to mediate or conciliate that concern, either individually
or, occasionally as a group. While the right to use more formal grievance procedures
is clearly available to you, the merits of your concern will be considered carefully
and, if appropriate, an informal resolution will be attempted.
Formal Grievance Procedures
If you are unable to resolve the problem by using all available informal procedures,
you may file a formal grievance. The first step is to present your concern in
writing to the Director of Human Resources. The director will convene an Appeal
Committee consisting of three full-time employees who have worked at least one
year at the College. You will select the first member of this committee and
the person against whom the grievance is addressed will select the second member,
both from among employees working in an area unrelated to the grievance. These
two Committee members will choose a third member, and the three will choose
a chair from among themselves.
The major functions of the Appeal Committee are fact-finding and presenting
recommendations about your case to the Vice President for Finance and Administration.
The Committee will begin by meeting with the Vice President to review your concerns
and to discuss ways to develop information about those concerns. The committee
will then meet with you, at which time you can elaborate on the reasons you
filed your grievance. The committee will also meet with the person against whom
your grievance is addressed, and any other individuals who can provide relevant
The Committee will endeavor to present its recommendations to the Vice President
for Finance and Administration within ten (10) working days after it receives
the grievance. The Vice President, who is free to accept, reject or modify these
recommendations, will make the final decision as promptly as possible and will
notify you in writing.
Haverford College is committed to providing a work environment free from all
forms of unlawful discrimination because of race, color, gender, religion, age,
national origin, disability, sexual orientation, veteran status or any other
characteristic protected by law. This policy applies to all aspects of the employment
relationship, such as recruitment, selection, training, promotion, salaries,
benefits, discipline, terminations, and all other terms and conditions of employment.
This policy also includes a prohibition against sexual harassment and harassment
on account of any protected category. It applies to all discrimination and/or
harassment arising out of the College's work environment, whether on campus,
outside work assignments, or elsewhere. It applies to all members of the College
community, including interactions among current and potential employees of the
College, as well as interactions among employees and students, and vendors and
other business relationships. It governs all activity and forms of communication,
including the use of telecommunications and computer devices and systems.
For purposes of this policy, sexual harassment is defined as unwelcome sexual
advances, requests for sexual favors, or other verbal or physical conduct when:
Some examples of what may constitute sexual harassment are: threatening or
taking adverse employment actions if sexual favors are not granted; demands
for sexual favors in exchange for favorable or preferential treatment; unwelcome
flirtations or advances; unwelcome physical contact; whistling, leering, improper
gestures, or offensive remarks, including unwelcome comments about appearance;
sexual jokes or other inappropriate use of sexually explicit or offensive language;
the display in the workplace of sexually suggestive objects or pictures; using
any telecommunications or computer system to send, receive, or exhibit unwelcome
discriminatory and/or sexual displays, etc.
For purposes of this policy, other discriminatory harassment is defined as
verbal or physical conduct that denigrates or shows hostility or aversion toward
an individual because of his/her race, color, gender, religion, age, national
origin, disability, sexual orientation, veteran status or other characteristic
protected by law, or that of his/her relatives, friends or associates, and that:
Some examples of such harassment are: using epithets, slurs, negative stereotypes,
or threatening, intimidating or engaging in hostile acts that relate to a protected
characteristic; purported jokes or pranks; placing on walls, bulletin boards
or elsewhere on the College's premises, or circulating in the workplace verbal
or written graphic material that denigrates or shows hostility or aversion toward
a person or group because of a protected characteristic.
The College strongly encourages prompt reporting of all incidents of alleged
discrimination/harassment. All employees are responsible for conducting themselves
in accordance with this policy and for reporting possible problems to their
supervisors, or to one of the College's Equal Employment Opportunity (EEO) Officers,
or to the Director of Human Resources.
Any supervisor or manager who knows or suspects that an employee is being subjected to treatment that violates this policy is to report the matter to the Director of Human Resources. If the problem is identified as discrimination/harassment as defined in these guidelines, an EEO Officer will be contacted immediately.
When a report of a violation is received by one of the EEO Officers, the College
will take prompt and appropriate action as it deems necessary to resolve the
matter. Options for resolution include use of the College's Informal Resolution
of Conflict procedure or the appointment of a Presidential Committee. A potentially
aggrieved individual may wish to use the Informal Resolution of Conflict procedure,
consulting an EEO Officer to register his/her complaint. At this time, the EEO
Officer will advise the aggrieved employee of his/her options, which include:
If the Informal Resolution of Conflict process fails or is inappropriate for
the situation, the EEO Officer will notify the President of the College. The
President then will decide if appropriate action can be taken based on the information
already gathered, or whether a Presidential Committee is needed to investigate
the facts of the alleged discrimination or harassment. The Presidential Committee
members will be chosen from any of three previously elected panels (one of staff
employees, a second of administrative/professional employees, a third of faculty
employees). One person will be chosen from these panels by the aggrieved individual,
and one will be chosen by the accused person. The President will choose the
other three persons from employees elected to these three panels, naming one
of them to chair the committee.
During the investigation, involved individuals are expected to cooperate and
provide truthful information. The steps taken will vary depending on the nature
of the allegations. Confidentiality will be maintained consistent with the College's
need to investigate fully. During the process, an EEO Officer will accompany
the aggrieved individual as a support person; the accused individual also may
choose to be accompanied by another College employee serving as a support person.
When the investigation is completed, the Committee will make a recommendation
to the President, who can accept, modify, or reject the recommendation and will
make the final decision. Upon completion of the process, the outcome will be
communicated in writing to the aggrieved person and the person about whom the
allegations were made.
In the event it finds that prohibited conduct occurred, the College will take
prompt corrective action. Anyone found to have engaged in misconduct constituting
discrimination/harassment will be disciplined, up to and including discharge.
Discipline may include, but is not limited to, a written reprimand; referral
to counseling; withholding a promotion, reassignment, or pay increase or supplement;
suspension; or, discharge. This policy relates to the College's goal of promoting
an environment free of discrimination and harassment. It is neither designed
nor intended to limit the College's authority to take disciplinary or remedial
action for conduct deemed unacceptable, regardless of whether it satisfies the
legal definition of discrimination or harassment.
The College will not retaliate against anyone who makes a report in good faith
under this policy, nor permit any employee to do so. The reporting and investigation
of allegations of retaliation will follow the procedures detailed above. Any
person found to have retaliated against an individual in violation of this policy
will be subject to appropriate disciplinary action as described above.
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