All members of the JUC community (students and their families, administration, faculty and staff) have a right to be free from discrimination in the form of harassment because of their status in the community, gender, race, denominational preference, age, national origin, economic status or physically challenging condition.
Jerusalem University College will neither condone nor tolerate harassment of one member of the community by another, including sexual harassment, racial or ethnic innuendoes and derogatory remarks, or any other such activity which tends to defame, ridicule, intimidate, or embarrass a community member. Harassment in this document shall cover single instances as well as repeated instances of such behavior.
It is important for individuals who think they have been harassed to report the incident promptly. Any such complaint shall be pursued through the established appeal procedure. All allegations of harassment will be immediately investigated. The university will tolerate neither mishandling of complaints by supervisors or other notified and authorized personnel, nor negative behavior responses to an individual after making a complaint. Violation of this policy will result in disciplinary action up to and including possible dismissal.
For employment purposes, sexual harassment refers to unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; (2) submission or rejection of such conduct by an individual is used as a basis for employment decisions affecting such an individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive environment.
In community relationships not involving employment specifically, sexual harassment shall mean unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature. Examples of sexual harassment include, but are not limited to, demeaning or intruding remarks of a sexual nature, implying either explicitly or implicitly that submission to a sexual relationship is a term or condition of academic reward or improved status in the community, and interfering with a person’s academic performance by creating an intimidating, hostile, or offensive study environment.
The appeal procedure is available to any university community resident, student, staff or faculty member who thinks he or she has been subjected to or affected by discrimination in the form of harassment within the university community as defined in the policy statement.
The informal procedure consists of an unwritten request for advice or counsel to evaluate perceptions or clarify issues. Staff and faculty might contact their supervisor, a colleague or the President. Students might seek out the Student Life Coordinator(s) or Director of Student Services. If resolution is not achieved by the informal procedure and the person wishes to pursue the matter, formal recourse shall follow.
Staff: Staff members shall submit a written complaint describing the problem to their supervisor. In a case where the person’s immediate supervisor is involved in the harassment, the complaint shall be submitted to the next higher level of responsibility.
Faculty: Faculty members shall present a written complaint describing the problem to the President.
Students: The individual shall present a written complaint describing the problem to the Student Life Coordinator(s). The person to whom written complaints are submitted must act upon them within 2 working days by:
1. Notifying the person against whom the complaint is made that the complaint has been made, and that it is being referred to the university’s Harassment Committee.
2. Notifying the person making the complaint that the person named has been notified of the complaint and that the complaint has been referred to the university Harassment Committee.
JUC's Harassment Committee shall make an investigation including discussion with all parties involved and shall submit any recommendations for action to the President. A decision shall be made and communicated to all parties involved within 10 working days of the date the complaint was submitted. Exceptions to this procedure will be due only to legitimate unavailability of pertinent persons and will be communicated to the person making the complaint. Complaints shall be handled quickly, fairly, and thoroughly.
In the event of a response, decision, or action being unacceptable to any party, formal complaints can be appealed to successively higher positions up to the Executive President’s Office.
In all cases of harassment complaints, confidentiality will be observed as far as possible by processing complaints discreetly. In that discussions and investigations may involve several people, however, absolute confidentiality cannot be guaranteed. Discretion and respect shall be observed.
Complaint forms are available upon request from the President’s Office.
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