Policy Against Harassment
Gustavus Adolphus College aspires to be a community of persons from diverse backgrounds who respect and affirm the dignity of all people. As such, and consistent with our core values and civic responsibilities, respect for each individual is central to how we conduct our work and build relationships within our community. Therefore, harassment, discrimination, and behavior that fail to respect the dignity of another are not compatible with this shared vision of our identity and mission as a liberal arts, residential, Lutheran college.
The policy of Gustavus Adolphus College is that every employee has the right to work and every student has the right to study in an environment free from harassment. Harassment based on gender, race, religion, sexual orientation (in accordance with provision of the Minnesota Human Rights Act), natural origin, disability, age, or any other protected class status, may violate state and federal law; it also subverts the educational mission and undermines the sense of community of Gustavus Adolphus College. The College will not tolerate harassment of any member of the College community. Any person who violates this policy will be subject to disciplinary action, up to and including termination/dismissal.
Harassment consists of unwelcome or offensive conduct, whether verbal, physical, or visual, that is based on a protected group status. The College will not tolerate harassing conduct that:
- Affects tangible job or academic benefits;
- Interferes unreasonably with an employee's work performance or a student's academic progress or success;
- Creates an intimidating, hostile, or offensive environment.
Such harassment may include, for example:
- Epithets, slurs or negative stereotypes;
- Intimidating or hostile acts based upon protected classification;
- Written or graphic material that denigrates or shows hostility or aversion to persons of a protected classification and that is posted or circulated on College property.
Any behavior of a sexual nature that is unwelcome, offensive, or fails to respect the rights and dignity of others may constitute sexual harassment. Unwelcome sexual advances, requests for sexual favors, and other physical, verbal, or visual conduct based on sex constitute sexual harassment when:
- Submission to the conduct is an explicit (clear) or implicit (implied) term or condition of employment or academic progress;
- Submission to or rejection of the conduct is used as the basis for an employment or academic decision and the conduct has the purpose or effect of unreasonably interfering with an individual's work performance or academic progress or creates an intimidating, hostile, or offensive working or academic environment.
Sexual harassment is conduct based on sex, whether directed towards a person of the opposite or same sex. The following are examples of sexual harassment. Please note that these are not the only examples.
- Use of demeaning terms that draw attention to an individual's sex or sexuality;
- Use of words of a sexual nature describing body parts or sexual acts, telling suggestive jokes or stories, and conversations about sexual exploits or sexual desires;
- Repeated unwelcome invitations to social engagements or work- or school-related activities;
- Any indication that an employee's job security, job assignment, conditions of employment, or opportunities for advancement or a student's academic progress or success depend on the granting of sexual favors to any other employee, supervisor, or faculty member;
- Offensive physical conduct or physical closeness;
- Displaying sexually suggestive objects, pictures, cartoons, or representations of any action or subject which is sexual in nature and which can be perceived as offensive.
Any member of the College community who believes that she or he has experienced or witnessed harassment or who has been accused of harassment is encouraged to contact a Harassment Advisor. Such Harassment Advisors are persons designated by the College who are trained to provide advice and personal support to any person who believes she or he may have either experienced or witnessed harassment or been accused of harassment. In all circumstances, the Advisor will explain the procedure for filing a complaint of harassment with a Harassment Grievance Officer. A Harassment Grievance Officer is designated by the College to conduct a fair and impartial investigation of the reported situation or incident and to either mediate an informal resolution satisfactory to all parties, or to present a recommendation for action to an appropriate College officer. A person who believes that she or he has experienced harassment may, at his or her choice, take the concern directly to a Harassment Grievance Officer. A list of Harassment Advisors and Grievance Officers can be found below:
|Joyce Aarsvold||Olin 121||507-933-7044||Jesus Hernandez Meija||Carlson Admin. Bldg 206||507-933-7687||Alan Meier||Campus Center 212||507-933-7682||Alisa Rosenthal||Old Main 204H||507-933-7537||Jay Nordstrom||Library||507-933-7558|
Harassment Grievance Officers
|Loramy Gerstbauer||Old Main 204D||507-933-7421||Tom LoFaro||Olin Hall||507-933-7463|
Note: In certain circumstances, the College may select a Harassment Grievance Officer other than those identified above.
To speak with someone regarding a situation involving harassment, contact the Dean of Students Office Monday through Friday during normal business hours (8:00 AM to 4:30 PM) by calling 507-933-7526 or stopping in to room 202 of the Jackson Campus Center. In an emergency after hours, contact Campus Safety at 507-933-8888 and ask to speak with the Dean on Call.
For procedures regarding harassment response, please visit the all-College Policy Against Harassment online at https://gustavus.edu/facultybook/allcollegepolicies/#Anchor-Sexua-60443