Anti-discrimination and Anti-harassment Policy

9.4 Non-Academic Offences

9.4.1 Definition of Misconduct

No student should engage in conduct which is in violation of any regulations or rules of the University.

9.4.1.1 Misconduct includes but is not limited to the following:

1. Discrimination.
2. Harassment* (see Appendix A for definition), abuse, assault, or attempted assault on another student, member of the University, or a visitor to the University premises.
3. Damage to any property owned or leased by the University, or to any property belonging to a student, member of staff, or a visitor to the University.
4. Use of or attempted use of fraud, deceit, deception or dishonesty when dealing with the University or anyone of its members.
5. Use of or attempted use of fraud, deceit, deception or dishonesty in connection with holding any office in the University or as a student representative of the University.
6. Jeopardizing or damaging the reputation of the University.
7. Failing to comply with a previously imposed penalty under the University Rules and Regulations.
8. Interference, misuse, or unauthorized removal of University equipment or property.

3.9.5 Sexual Harassment

The University is committed to creating and maintaining a community where all persons who participate in University programs and activities can work and learn together in an atmosphere free of all forms of harassment, exploitation, or intimidation. Every member of the University community should be aware that the University is strongly opposed to sexual harassment, and that such behavior is prohibited both by local laws and by University policies.

An employee is considered engaged in harassment if he or she intentionally:

• harms or intimidates another person by malicious conduct;
• subjects another person to offensive physical contact;
• interferes with or damages the property of another person without permission or a reasonable ground to believe that permission has been granted; or
• Subjects another person to alarm by threatening to inflict physical injury to or to cause damage to the property of that other person.

Additionally, any administrator, supervisor, manager or faculty member who is aware of sexual harassment and condones it, by action or inaction, is subject to disciplinary action.

The University will respond promptly and effectively to reports of sexual harassment, and will take appropriate and severe actions on employees that violate this policy up to and including termination of service. Supervisory personnel who are contacted by an individual seeking to file a complaint about sexual harassment in their unit or area of responsibility shall assist the complainant in contacting the appropriate complaint-receiving officials identified below.

1. Informal Procedures

1. The complainant may attempt to resolve the matter directly with the alleged offender and report back to the complaint-receiving official.
2. The complaint-receiving official may notify the alleged offender of the complaint, paying appropriate attention to the need to maintain confidentiality. The complaint-receiving official may take whatever steps short of formal sanctions that he or she deems appropriate to affect an informal resolution acceptable to both parties.
3. Where the alleged offender is a student, the complainant and accused may choose to participate in mediation.
4. If a complaint is resolved informally, no record of the complaint will be entered in the alleged offender’s personnel file or student records. However, the complaint-receiving official will, in the form of a confidential file memorandum, record the fact of the complaint and the resolution achieved.

2. Formal Procedures

In formal resolution procedures, the written and signed complaint will be directed to the following officials:

1. If the formal complaint is against a faculty member, other instructional personnel, or staff employed in a college, it should be directed to the dean of the college.
2. If the formal complaint is against a staff member in a unit other than a college, it should be directed to the Human Resources department.
3. If the formal complaint is against a student, not acting in an instructional or other employment capacity, it should be directed to the Office of the Vice President for Student Affairs.
4. If the formal complaint is against a person outside the University (non-employee, non-student), it should be directed to the dean of the college if the behavior is occurring in a college or school, to the Human Resource department if the behavior is occurring in the work environment outside an academic unit, or to the Office of the Vice President for Student Affairs if the complainant is a student.
5. If conflicts or other problems exist with either the dean, the Office of the Vice President for Student Affairs or the Human Resource department handling the formal complaint, the formal complaint may be filed with the Director of Human Resources, or if conflicts exist with Director of HR, individuals may consult with the Provost.

3.9.6 Non-discrimination Policy

Alfaisal University is a community of people with respect for diversity. The University emphasizes the dignity and equality common to all persons and adheres to a strict nondiscrimination policy regarding the treatment of individual faculty, staff, and students. In accord with governmental law, the University does not discriminate on the basis of race, color, religion, sex, national origin, ancestry, age, disability, or veteran status in employment or in any program or activity offered or sponsored by the University. In addition, the University does not discriminate on any basis not related to the applicable educational requirements for students or the applicable job requirements for employees. The University maintains a grievance procedure incorporating due process available to any person who believes he or she has been discriminated against.

9.4.1 Non-discrimination Policy

In accord with governmental law, the University does not discriminate on the basis of race, color, religion, gender, national origin, ancestry, age, disability, or veteran status in employment or in any program or activity offered or sponsored by the University. The University maintains a grievance procedure incorporating due process available to any person who believes he or she has been discriminated against.

9.4.2 Sexual Harassment Policy

Every member of the University community should be aware that the University is strongly opposed to sexual harassment, and that such behaviour is prohibited both by local laws and by University policies.

3. Ethical Standards in Teaching

Faculty and instructional staff shall:

• Maintain professionalism in all student interactions and avoid discriminatory, exploitative, or harassing behavior.