Human Resources

THE POLICY PROHIBITING DISCRIMINATION, HARASSMENT, BIAS AND RETALIATION IN EMPLOYMENT

Policy Prohibiting Discrimination, Harassment, Bias and Retaliation in Employment

Discrimination

Union College believes no student or employee should be denied fair treatment, academic freedom, equal opportunity employment, or access due to their race, color, sex, pregnancy, religion, creed, national origin (including ancestry), citizenship status, physical or mental disability (including AIDS), age, marital status, sexual orientation, gender identity and expression, military status, predisposing genetic characteristics, domestic violence victim status, or any other protected category under applicable local, state, or federal law (see Policy Prohibiting Discrimination, Harassment and Retaliation). Discriminatory conduct includes decisions in which the protected class status was the sole or contributory factor. The Policy Prohibiting Discrimination, Harassment, Bias and Retaliation in Employment includes procedures for addressing discrimination on the basis of sex, gender, sexual orientation, gender expression and/or sex stereotyping, all forms of sex-based discrimination, perpetuated by employees outside of the scope of Title IX. For more information on gender-based misconduct, see below.

Harassment

Union College does not tolerate verbal, written, physical, and/or any other forms of behavior directed at a person based on a protected class that has the effect of: (1) unreasonably interfering with an individual’s educational experience, working conditions, or living conditions; or (2) creating an intimidating, hostile, or offensive environment. The College does not support such behavior on- or off-campus and has a set of procedures in place to apply appropriate sanctions. See Policy Prohibiting Discrimination, Harassment, Bias and Retaliation in Employment.

Acts of Bias

Union College’s on-going effort to create an environment that respects the right of individual free speech and thought, while valuing individual difference, is essential to fostering an engaged community.

Bias related incidents are defined as behavior that constitutes hostility towards the person or property based on the targeted person or group’s actual or perceived protected class. Some bias acts may rise to the level of a hate crime.

A hate crime is any conduct that would be a crime under New York State or Federal law and which is committed in whole or in part because of one or more attributes of protected class status.

You can report discrimination, harassment, bias or retaliation by using the Employee Reporting Form for Incidents of Discrimination, Harassment, Bias or Retaliation found here.

If you have questions or concerns related to the above, please contact:

Mary Simeoli: Title IX Coordinator and Director of Equal Opportunity

Reamer Campus Center 403E

(518) 388-6865

simeolim@union.edu

Amanda Brink-Forrest (for employees): Associate Director for HR Compliance & Training

17 South Lane

(518) 388-6108

brinkfoa@union.edu

Gender-based Misconduct

Gender-based misconduct is harassment, discrimination, or bias perpetuated on the basis of a person’s sex, gender, gender identity, sexual orientation or sex stereotyping. This includes sexual harassment and sexual assault.

College employees are bound by and protected by state as well as federal regulations pertaining to gender-based misconduct. These protections and responsibilities are reflected in two policies. In addition to the policy named above, the Policy Prohibiting Discrimination, Harassment, Bias and Retaliation in Employment, College employees are also subject to the Title IX Policy for conduct within the scope of Title IX of the 1972 Education Amendments. To learn more about the College’s response to gender-based misconduct visit the Title IX Office’s webpage here.

You can report gender-based misconduct including sexual harassment and sexual assault by using the Title IX/Gender-based Misconduct Incident Reporting Form found here.

If you have questions or concerns related to gender-based misconduct, please contact:

Mary Simeoli: Title IX Coordinator and Director of Equal Opportunity

Reamer Campus Center 403E

(518) 388-6865

simeolim@union.edu


Immediate Concerns

  • Take steps to ensure your safety
  • Seek medical attention
  • Call Campus Safety or the Schenectady Police

Further Considerations

  • You may elect to pursue internal disciplinary options and may stop the process at any time.
  • Retaliation for participating in a protected activity such as reporting an incident of bias, harassment, or discrimination is strictly prohibited.
  • If you file a report, the College will provide you with an overview of your rights.
  • Campus Safety is available to assist if a criminal complaint with the Schenectady Police department is desired. A crime-based incident may be prosecuted as a “hate crime” which often results in enhanced penalties.

Additional Resources:

The following College officials can either direct you to the appropriate person, or respond to you directly, regarding a concern you may have.

Mary Simeoli, Director of Equal Opportunity and Title IX Coordinator/Chief Diversity Officer (titleix@union.edu)

Amanda Brink-Forrest, Associate Director for HR Compliance and Training, Human Resources (brinkfoa@union.edu)

Deidre Hill Butler, Director of Diversity, Equity, and Inclusion/Academic Chief Diversity Officer (butlerd@union.edu)

Christa Grant, Assistant Dean for Intercultural Affairs/Student Affairs Chief Diversity Officer (grantc@union.edu)

If you prefer to talk with someone who can maintain confidentiality of your conversation, the following is a list of strictly confidential resources:

EAP (for employees): (800) 828-6025 (Employee Assistance Program)

For a full list of on and off-campus resources click HERE.

STRICTLY CONFIDENTIAL: Conversations are all confidential and can be anonymous. Except in rare, extreme circumstances, nothing will be shared without the complainant's explicit permission.

MOSTLY PRIVATE: Conversations are kept as confidential as possible, but limited information about incidents of sexual misconduct must be shared with relevant administrators and a Title IX Coordinator so that the College can take action if necessary for reasons of safety. In planning any response, the wishes of the person are given full consideration.

ACCORDING TO NYS LAW CONFIDENTIAL: Exploratory conversations are confidential. Police reports, with identifying information redacted, may be available to the public upon request.