Title IX - Your Rights

108 – Policy Concerning Sexual and Other Types of Harassment and Discrimination

Washington Adventist University will not condone or tolerate any harassment, including sexual harassment, of its students, employees, customers, guests, vendors, or suppliers. Harassment of, or discrimination against, applicants and employees on the basis of race, color, sex, gender, sexual orientation, national origin, age, marital status, or disability, (all as defined and protected by applicable law) or on any other basis prohibited by local, state, or federal law, is unacceptable and will not be tolerated.  This policy applies to all persons -- administrators, managers, supervisors, and employees.  Harassment will not be tolerated at any university-sponsored events, including by way of example, conferences and picnics.   This is a zero tolerance policy.
Sexual harassment has been defined generally as including unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature, whenever (1) submission to the conduct is either an explicit or implicit term or condition of employment; (2) an employee’s reaction to the conduct is used as a basis for employment decisions affecting that employee; or (3) the conduct has the purpose or effect of interfering with the employee’s work performance or creating an intimidating, hostile or offensive working environment.  No employee or applicant should be subjected to unsolicited and unwelcome sexual overtures, nor should an employee or applicant be led to believe that an employment opportunity or benefit will in any way depend upon “cooperation” of a sexual nature.

Sexual harassment is not limited to demands for sexual favors.  It also may include such actions as:  (1) sex-oriented verbal “kidding,” “teasing,” or jokes; (2) repeated offensive sexual flirtations; advances, or propositions; (3) continued or repeated verbal abuse of a sexual nature; (4) graphic or degrading comments about an individual or his or her appearance; (5) the display of sexually suggestive objects or pictures; (6) subtle pressure for sexual activity; and (7) inappropriate physical contact. 

Sexual harassment does not refer to occasional compliments of a socially acceptable nature, or consensual personal and social relationships without a discriminatory employment effect.  It refers to behavior that is not welcome and that is personally intimidating, hostile, or offensive.

Harassment on other grounds, including race, color, gender, national origin, age, marital status, disability, sexual orientation, or any other ground prohibited by local, state, or federal law, is also prohibited.  Harassment includes jokes, verbal abuse and epithets, degrading comments, the display of offensive objects and pictures, and other conduct that the individual might reasonably find to be offensive. This policy prohibiting harassment, whether sexual or of another nature, is not limited to relationships between and among employees and prospective employees, but also extends to interaction with customers, students, guests, vendors, or suppliers.  No employee shall ever subject any customer, student, guest, vendor, or supplier of the university to harassment, including sexual harassment, of any nature, including the conduct described above.  Furthermore, no employee will be required to suffer harassment, including sexual harassment or discriminatory conduct, by any customer, student, guest, vendor, or supplier.

Complaint Procedures

Any employee who feels that he or she is or has been the victim of discrimination or harassment in violation of this policy should immediately notify his or her supervisor, the department director, or respective vice president.  The university will fully investigate all complaints, and will maintain confidentiality to the extent possible given the university’s duty to investigate the complaint.  Anyone who is found to have engaged in illegal discrimination or harassment will be subject to appropriate disciplinary action depending on the circumstances up to and including immediate termination of employment. 
Because Washington Adventist University takes harassment, including sexual harassment, and discriminatory conduct seriously, it requires that its managers and supervisors report all incidents of harassment, including sexual harassment and discrimination, to the appropriate Vice President and/or Human Resources Director.

Retaliation against anyone reporting or thought to have reported harassment (including sexual harassment) or discriminatory behavior, or who is a witness or otherwise is involved in a formal or informal proceeding concerning alleged harassment or discriminatory conduct, is strictly prohibited.

Title IX Coordinator
Dr. Ralph Johnson

Dean of Student Success and Faculty Development
rejohnso@wau.edu
Ph.: (301) 891-4106

Title IX - Your Rights (2)

108 – Policy Concerning Sexual and Other Types of Harassment and Discrimination

Washington Adventist University will not condone or tolerate any harassment, including sexual harassment, of its students, employees, customers, guests, vendors, or suppliers. Harassment of, or discrimination against, applicants and employees on the basis of race, color, sex, gender, sexual orientation, national origin, age, marital status, or disability, (all as defined and protected by applicable law) or on any other basis prohibited by local, state, or federal law, is unacceptable and will not be tolerated.  This policy applies to all persons -- administrators, managers, supervisors, and employees.  Harassment will not be tolerated at any university-sponsored events, including by way of example, conferences and picnics.   This is a zero tolerance policy.
Sexual harassment has been defined generally as including unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature, whenever (1) submission to the conduct is either an explicit or implicit term or condition of employment; (2) an employee’s reaction to the conduct is used as a basis for employment decisions affecting that employee; or (3) the conduct has the purpose or effect of interfering with the employee’s work performance or creating an intimidating, hostile or offensive working environment.  No employee or applicant should be subjected to unsolicited and unwelcome sexual overtures, nor should an employee or applicant be led to believe that an employment opportunity or benefit will in any way depend upon “cooperation” of a sexual nature.

Sexual harassment is not limited to demands for sexual favors.  It also may include such actions as:  (1) sex-oriented verbal “kidding,” “teasing,” or jokes; (2) repeated offensive sexual flirtations; advances, or propositions; (3) continued or repeated verbal abuse of a sexual nature; (4) graphic or degrading comments about an individual or his or her appearance; (5) the display of sexually suggestive objects or pictures; (6) subtle pressure for sexual activity; and (7) inappropriate physical contact. 

Sexual harassment does not refer to occasional compliments of a socially acceptable nature, or consensual personal and social relationships without a discriminatory employment effect.  It refers to behavior that is not welcome and that is personally intimidating, hostile, or offensive.

Harassment on other grounds, including race, color, gender, national origin, age, marital status, disability, sexual orientation, or any other ground prohibited by local, state, or federal law, is also prohibited.  Harassment includes jokes, verbal abuse and epithets, degrading comments, the display of offensive objects and pictures, and other conduct that the individual might reasonably find to be offensive. This policy prohibiting harassment, whether sexual or of another nature, is not limited to relationships between and among employees and prospective employees, but also extends to interaction with customers, students, guests, vendors, or suppliers.  No employee shall ever subject any customer, student, guest, vendor, or supplier of the university to harassment, including sexual harassment, of any nature, including the conduct described above.  Furthermore, no employee will be required to suffer harassment, including sexual harassment or discriminatory conduct, by any customer, student, guest, vendor, or supplier.

Complaint Procedures

Any employee who feels that he or she is or has been the victim of discrimination or harassment in violation of this policy should immediately notify his or her supervisor, the department director, or respective vice president.  The university will fully investigate all complaints, and will maintain confidentiality to the extent possible given the university’s duty to investigate the complaint.  Anyone who is found to have engaged in illegal discrimination or harassment will be subject to appropriate disciplinary action depending on the circumstances up to and including immediate termination of employment. 
Because Washington Adventist University takes harassment, including sexual harassment, and discriminatory conduct seriously, it requires that its managers and supervisors report all incidents of harassment, including sexual harassment and discrimination, to the appropriate Vice President and/or Human Resources Director.

Retaliation against anyone reporting or thought to have reported harassment (including sexual harassment) or discriminatory behavior, or who is a witness or otherwise is involved in a formal or informal proceeding concerning alleged harassment or discriminatory conduct, is strictly prohibited.

Leave Request

Residents must fill out a Leave Request Form and have it approved for late, extended, overnight, or weekend leave, prior to departure. Late leaves will be granted for no more than one hour past normal curfew and never later than 2:00 a.m. Please note late leaves are only to be used under special circumstances. They are not an extended curfew time.  Forms must be turned in and signed by the dean before the resident leaves. The resident’s copy of the Leave Request Form is then placed in his/her e-mail or message box. Changes in plans after approval should be communicated to the dean on duty before leave is taken. Please note that leaves are not automatically granted. Do not leave campus prior to a leave approval. All leaves must comply with University standards. Leaves will not be approved after midnight. Violation of this policy will result in disciplinary action.

If you are on an approved leave and, for some reason, need to return to the residence hall prior to the end of the leave, please inform the dean on duty immediately. If you desire to leave the dorm again, another Leave Request Form must be filled out and approved. Leave requests for house sitting must be accompanied by a written invitation from the home owner and a letter of consent from the parent/guardian of any student under 18 years of age.

Saturday Night/Weekend Leaves/Holiday Leaves
Overnight leaves are not given on Sunday through Friday nights, except to go home.
Exceptions are made only by the residence hall dean on duty.

Weekend leave requests must be turned in by Thursday at 9:00 p.m. Weekend leave requests turned in after that time must be brought directly to the residence hall dean on duty for signed approval.
Saturday night/weekend leaves to other students’ homes will be approved at the discretion of the dean on duty. Overnight/weekend leave requests to homes of single members of the opposite sex will be denied. Approved chaperones are required for mixed gender camping groups. If you have questions, consult with the residence hall dean on duty. Students who stay away overnight from the residence hall without proper authorization are in violation of the rules. Please note that “overnight” is defined as being out after 2:00 a.m. without permission from the residence hall dean. Whenever a resident is in doubt about proper authorization, he/she should contact the residence hall dean at the earliest possible time and make proper arrangements. Students who violate this rule will be immediately referred to the Vice President of Student Life and Retention and may be subject to citizenship probation and/or a meeting with the Conduct and Guidance Committee.

Week of Spiritual Emphasis

WISE or Week of Prayer schedule
Schedule changes for some morning classes during the

Week in Spiritual Emphasis (WISE)

Each day during WISE, there is convocation at 11:15 in Sligo Church.

The WISE class schedule for 55-minute classes meeting
Tuesday, Thursday, or Friday mornings is as follows:

Regular Schedule

Revised Schedule

Tuesday/Thursday/Friday

7:00

1st period

7:00

7:40

8:00

2nd period

7:50

8:30

9:05

3rd period

8:40

9:20

10:10

4th period

9:30

10:10

11:15

5th period

10:20

11:00

The WISE class schedule for 80-minute classes meeting Tuesday and Thursday is as follows:

Regular Schedule

Revised Schedule

Tuesday/Thursday

8:00

1st period

8:00

8:55

9:30

2nd period

9:05

10:00

11:00

3rd period

10:10

11:05

Welcome to the Fall Semester!

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