What Employees and Non-Employees Are Expected to Do If They Feel They Have
Experienced, Witnessed, or Are Aware of Misconduct

Any Employee or non-Employee who believes that another Employee, including any Supervisor or Manager, or non-Employee doing business with the University, is discriminating, harassing, or retaliating against them, or who observes discrimination, harassment, or retaliation, is expected to immediately report the incident or conduct to the President/CEO or any member of management (unless that management member is the alleged harasser) with whom the Employee or non-Employee feels most comfortable. Supervisors are required to report any complaints of misconduct to the President/CEO or Human Resources, so the University can try to resolve the claim internally.

Notification to the University of the problem is essential. The University cannot help resolve misconduct unless the University knows about it. Therefore, it is the Employee’s and non-Employee responsibility to bring concerns and/or problems to the University’s attention so that the University can take whatever steps are necessary to address the situation. The University takes all complaints of unlawful discrimination, harassment, and retaliation seriously and will not penalize or retaliate against an Employee or non-Employee in any way for reporting misconduct in good faith.