Official websites use. Share sensitive information only on official, secure websites. Download the Ethics Handbook. This Ethics Handbook for On and Off-Duty Conduct summarizes the principal ethics laws and regulations governing the conduct of Department of Justice employees. The purpose of this handbook is to increase your awareness of the ethics rules and their applications, including when you are not in a duty status or are on leave. We have included citations after each rule and we suggest that you consult the full text of the law or regulation when you have specific questions. The Departmental Ethics Office is responsible for the overall direction for the ethics program in the Department. Your component may have additional guidance that addresses specific circumstances, in particular with off-duty conduct and employees serving in foreign countries. Employees are responsible for knowing and adhering to any component specific guidance. The ethics statutes and regulations may be found on the website of the Departmental Ethics Office.
Ethics Handbook for On and Off-Duty Conduct
USC was required to submit all reports and complaints against staff and faculty under a previous agreement but did not provide documents related to the former doctor. The U. Under the agreement, which was entered into on Jan. No documents were provided to the department regarding Tyndall. Secretary of Education Betsy DeVos.
USC was required to submit all reports and complaints against staff and faculty complaints about his concerning behavior dating back to the 90s. a investigation concluded he “had violated the university’s policy on.
The Faculty Manual embodies the essential elements of the employment relationship between the faculty, individually and collectively, and the university. It establishes the terms of employment, the manner of appointment, the procedures and standards for tenure and promotion, the duties of faculty members, and the procedures and standards for termination of employment.
It delineates faculty organization and confirms the authority of the faculty to participate in the governance of the university, especially in regard to academic matters. Policies and procedures relating to faculty may be separately maintained and distributed in the relevant campus-specific faculty manual. Campus chief academic affairs officers are responsible for ensuring all faculty manuals are kept current and revised to reflect newly approved university policies within six months of approval.
After review by the appropriate faculty governance body, draft revisions to a faculty manual should be forwarded to the Office of the Provost. The Office of the Provost will coordinate the final review process in preparation for presentation to the Board of Trustees. Office of the Provost SC.
1.7.1 Sexual Harassment
Personal safety and well-being should be the first priority for any individual who is the victim or a survivor of sexual harassment, misconduct, or violence, including sexual assault. These options address concerns for the immediate safety and health of the assault victim. Additionally, these are the best options to ensure preservation of evidence, in order to file criminal charges now or at a later date.
Students may also use Gettysburg College Health Services, although Health Services does not have the ability to preserve physical evidence for later use in prosecution. Gettysburg College is committed to educating students in an environment recognizing the worth and dignity of all people and the limitless value of their potential.
To achieve this goal, the College is committed to providing an environment free of harassment and discrimination.
Bulletin and the UofSC Aiken Policy Manual. that all students have been informed of policies and regulations. Dating or domestic violence issues.
All employees are expected to adhere to the highest ethical standards in their professional and business practices. In order to meet these obligations, all faculty and staff should avoid conflicts of interest that may exist between outside activities and obligations to the university. The objective of this policy is to encourage the full professional development of faculty and staff while minimizing the risk of unacceptable behavior in potential conflict situations. The university also has a Conflict of Interest in Research policy that applies to all university faculty, staff, other employees, and students who propose, conduct or report research on behalf of the university, and that addresses conflicts of interest related to the conduct of such research.
This policy continues to apply to Covered Employees while on sabbatical or other leaves or on vacation, while visiting other institutions, and while consulting with external entities. Therefore, all Covered Employees are responsible for determining whether they, or their Close Relations, have a Conflict of Interest or Commitment as such terms are defined below covered by this policy.
Because no policy can anticipate the full range of outside relationships and activities that may give rise to Conflicts of Interest or Commitment, Covered Employees must disclose any outside relationship or activity that may give the appearance of a conflict as soon as feasible after discovery of the conflict.
The biggest mistake I made at USC was falling in love
Consistent with these values, the University is committed to providing a safe and non-discriminatory learning, living, and working environment for all members of the University community. The University does not discriminate on the basis of sex in any of its programs and activities. Any person who is reported to be the subject of conduct that could constitute a violation of this policy. All locations, events, or circumstances over which the University exercised substantial control over both the Respondent and the context in which the Title IX Prohibited Conduct occurred and any building owned or controlled by a student organization that is officially recognized by the University.
Reporters include any individuals who disclose such information. Any person who has been reported to be the perpetrator of conduct that could constitute Prohibited Conduct under this policy.
For the purposes of this policy, sexual misconduct is defined as dating of (20 U.S.C. § ), the Jeanne Clery Disclosure of Campus Security Policy and.
Employment and compensation are at-will and therefore can be terminated, with or without cause, at any time without prior notice, by the university or the employee. In the event of a difference between this policy and a collective bargaining agreement, the terms of the collective bargaining agreement govern. Human Resources Administration HRA is available to advise departments when staff employee behavior occurs that necessitates discipline; departments must contact HRA prior to initiating a request to terminate.
No staff employee may be involuntarily terminated without HRA authorization. Attendance —unauthorized or unapproved absences; failure to follow departmental procedures regarding notification of or requests for leave; habitual tardiness; chronic absenteeism; patterns indicating abuse of leave policy; falsification of timekeeping records; failure to return from approved leaves; job abandonment.
Behavior and ethics —unprofessional or unacceptable conduct in the work environment, including disrespect for the rights and dignity of others; harassing, belittling, harming, bullying or taking advantage of others; theft; or conflicts of interest. Dishonesty —providing false, fraudulent or inaccurate information in the course of conducting business, on university documents or during university investigations, audits or complaint processes; making bad faith allegations of wrongdoing, including allegations that are knowingly false, capricious, maliciously motivated or made with reckless disregard for facts.
Drugs and alcohol —inappropriate use or unlawful manufacture, distribution or possession of controlled substances; abuse or misuse of prescribed medication; being under the influence of drugs or alcohol during work hours the university has the right to take reasonable steps to determine if an employee is working under the influence, including requiring non-invasive testing.
Nondiscrimination and Anti-Harassment Policy
In accordance with Title VII of the Civil Rights Act of Title VII , the Department of State prohibits discrimination in employment on the basis of race, color, national origin, sex, or religion, and ensures that all personnel actions affecting employees or applicants for employment are free from discrimination on such bases. The Foreign Service Act of , as amended 22 U.
Procedures on the filing and processing of complaints of discrimination under the authorities contained in this chapter are published in 3 FAH-1 H
After about three months of dating, I decided to tell her over her 21st birthday dinner at Spago in Beverly Hills. When she shared that she felt the.
Part Rather, the purpose of this policy is to ensure that all persons who experience sexual misconduct described in this policy have full access to the rights and resources they are entitled to, and that every complaint is handled fairly and equitably, in a manner consistent with applicable law, and with the ultimate aim of maintaining an institutional climate of safety and accountability.
In addition, this policy does not cover every allegation of discrimination based on sex. Other University policies prohibit discrimination and harassment that would not constitute sexual misconduct, as defined in this policy. When an individual alleges discriminatory action that is not sexual misconduct, as defined in this policy, the allegations are assessed under the applicable University policy.
If the regulations implementing Title IX at 85 Fed. The University does not discriminate against any person based on sex in its education programs or activities or in employment. This policy includes the processes to be used for all reports or complaints of sexual misconduct. The University also prohibits retaliation against any person who, in good faith, reports or discloses a violation of this policy, files a complaint, or otherwise participates in an investigation, proceeding, complaint, or hearing under this policy.
Under the regulations, Title IX prohibits sex discrimination, including Title IX Sexual Harassment, as defined below, in an education program or activity of the University against a person in the United States. An education program or activity of the University includes locations, events, or circumstances over which the University exercised substantial control over both the respondent and the context in which the alleged misconduct occurred, and also any building owned or controlled by a student organization that is officially recognized by the University.
Title IX Sexual Harassment means conduct on the basis of sex that satisfies one or more of the following:.
Discrimination and Harassment
Dennis Kelly, who has now been accused by 48 men of sexually abusing them. The story is written by a current USC student and reports, for the first time, that at least five men say they complained about Kelly to USC officials, dating back to Among their claims: Kelly made them kneel on an exam table as he conducted medically dubious rectal probes and prolonged genital exams and asked invasive questions about their sex lives.
All of the men were USC students at the time of the exams. They are all gay or bisexual, and Kelly is openly gay.
All workforce members, including residents and fellows, have the right to work in an environment that encourages workforce members to treat each other with dignity and respect that is free from any form of harassment; therefore sexual harassment is unacceptable and will not be tolerated from any workforce member. Conduct constituting sexual harassment may include, but is not limited to: 1.
Posting, sending, forwarding, soliciting or displaying documents, or images of materials, in the workplace, that are sexually suggestive; 2. Physical conduct such as touching, pinching, massaging, hugging, kissing, rubbing the body or making sexual gestures; 4. Visual conduct such as staring, leering, displaying or circulating sexually suggestive objects, pictures, posters, photographs, cartoons, calendars, drawings, magazines, computer images or graphics; 5.
Sexual advances or propositions, including unwanted repeated requests for a date. Threats of adverse employment actions such as rotational assignments, advancement, future letters of recommendation, etc. Any other action found to be inappropriate in the workplace or outside the workplace that may affect the environment of learning for your graduate medical education training. Sexual Assault see California Penal Code CISU personnel will respond to inquiries, including anonymous inquiries, about the Policy and Procedures and provide information to you about, among other things, your rights and responsibilities and complaint and investigation procedures concerning administrative equity matters.
The CISU is responsible for conducting the initial investigation to determine the appropriate course of action. You will be asked to cooperate with CISU investigations. Tobi Fishel, Director of Resident Well-being, is available to you as well at Skip to content 25 Aug
But a compost heap for visiting players may come in play. Locked into playing nine Pac games a season means three others spots are left on the dance card. Compare that strategy to one of them there SEC teams, which can have as many as eight at home. Sure, and the Bruins open against Virginia at home, but the Trojans are the ones with the cavalier attitude?
To review the LAC+USC Policy of Equity, click here. GME Guidelines for Residents/Fellows to Report Sexual Harassment and Sexual Assault PURPOSE These.
The new app, Dating Trojans, aims to connect past and current students with others affiliated with USC for both dating and networking. Jonathon Xue Daily Trojan. After failing to find a partner on dating apps like Tinder and Bumble, USC alumnus Sergio Pedroza decided to create his own platform to connect Trojans. Last month, Pedroza founded Dating Trojans, an app for USC students and alumni to connect and form professional, personal and romantic relationships.
Pedroza said the app is also a way for students and graduates to stay connected. For the screening process, the app verifies that all users previously attended or are currently attending USC.
Collections – University of the Sunshine Coast, Queensland, Australia
Being active users and prominent staff for Grindr, the world’s largest dating app for the LGBTQ community, discrimination was always over their shoulder. Zumwalt and Stafford know that changing the hate culture is a large problem that the LGBTQ community has always faced, but they figured that change starts with being kindr—and that’s what they did. When Grindr first launched in , there were no user guidelines enforced about what language was allowed in terms of discriminatory profile posts.
The Kindr campaign is a two-part initiative that focuses on uplifting and empowering the queer community by enforcing stricter policies that monitor user profiles for discriminatory behavior. Grindr will now have a zero-tolerance policy for discrimination, harassment and abusive behavior. Staff will not only monitor the content that is being posted on user profiles, but ban those who post discriminatory content.
The Title IX regulation at 34 C.F.R. § (a) defines Dating and Domestic Violence as defined in 34 U.S.C. (a)(8) and
The University of Southern California is an equal-opportunity educator and employer, proudly pluralistic and firmly committed to providing equal opportunity for outstanding persons of every race, creed, and background. The University strives to maintain a community in which each person respects the rights of other people to live, work and learn in peace and dignity, be proud of who and what they are, and to have equal opportunity to realize their full potential as individuals and members of society.
To this end, the University places great emphasis on those values and virtues that bind us together as human beings and members of the Trojan Family. The University enthusiastically supports this principle in its entirety, and expects that every person associated with the University will give continuing support to its implementation.
The University is firmly committed to complying with all applicable laws and governmental regulations at every level of government that prohibit discrimination against, or which mandate that special consideration be given to, students and applicants for admission, and faculty, staff and applicants for employment, on the basis of any protected characteristic, as defined in Section 6-A 5.
In addition, an otherwise qualified individual must not be discriminated against in, or excluded from, admissions, participation in educational programs and activities, or employment due to his or her disability. This good-faith effort to comply is made even when such laws and regulations conflict with each other. The University will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. The University particularly encourages members of underrepresented groups, veterans and individuals with disabilities to apply.
University of San Carlos
The Marianist vision of community living embraced by the University of Dayton is based on the conviction that every person has innate dignity because all people are made in the image and likeness of God. The divine image is present in every person. It shines forth in the communion of persons, in the likeness of the unity of the divine persons among themselves.
A primary assertion of both our religious and civil traditions is the inviolable dignity of each person. Recognition of and respect for the person are central to our life as a Christian and educational community and are what allow us to pursue our common mission while being many diverse persons. Thus, discrimination, harassment, or any other conduct that diminishes the worth of a person is incompatible with our fundamental commitment as a Catholic university conducted in the Marianist tradition.
§§ ), Section of the Rehabilitation Act of (29 U.S.C. § ), and the Pennsylvania Human Relations Act (43 P.S. §§ ). The.
Questions relating to the information in each chapter of the Policies and Procedures Manual should be directed to the office issuing the chapter. Kansas State University is committed to maintaining academic, housing, and work environments that are free of discrimination, harassment, and sexual harassment. Discrimination based on race, color, ethnicity, national origin, sex, sexual orientation, gender identity, religion, age, ancestry, disability, genetic information, military status, or veteran status is prohibited.
Retaliation against a person for reporting or objecting to discrimination or harassment or for participating in an investigation or other proceeding is a violation of this Policy, whether or not discrimination or harassment occurred. This Policy is not intended for, and will not be used to, infringe on academic freedom or to censor or punish students, faculty, employees, or staff who exercise their legitimate First Amendment rights.
This Policy covers discrimination, harassment, sexual harassment, and retaliation occurring on campus, or otherwise within the context of University education programs and activities, whether those are on campus or off campus. It applies to persons who are on campus or who otherwise participate in or attempt to participate in the University education programs and activities as further defined herein , such as employees, students, applicants for employment or admission, contractors, vendors, visitors, and guests.
The term applies to all activity that occurs on campus or on other property owned or occupied by the University.