Harassment & Hazing Policies
Culver-Stockton College is committed to providing an environment free of discrimination. In keeping with that commitment, the college maintains a strict policy prohibiting unlawful harassment, sexual or otherwise. Harassment may exist even though there is no sexual content if actions unnecessarily create a hostile, threatening or intimidating work environment that unreasonably interferes with an individual’s work or performance. This policy prohibits sexual harassment in any form, including verbal, physical and visual harassment. This policy applies to the entire college community, including but not limited to, faculty, staff, administration, students, vendors and visitors associated with the college.
Specific behaviors that are prohibited include, but are not necessarily limited to: inappropriate physical contact; repeated offensive sexual flirtations; advances; propositions; continued or repeated verbal abuse of a sexual nature; graphic verbal commentaries about an individual’s body; sexually degrading words used to describe an individual; inappropriate display in the work place of sexually suggestive objects, pictures or literature.
Any employee or student who believes he or she has been harassed by an employee, student, vendor, visitor or any agent of the college should promptly report the fact incident or incidents and the names of the individuals involved to the vice president for academic affairs or the chief financial officer and treasurer. The vice president of academic affairs may be reached at 573-288-5492 and the chief financial officer may be reached at 573-288-6458. Any person to whom a report of harassment is made will immediately report such incident to the vice president or to the president.
All such claims will be promptly investigated and corrective action taken, if warranted, to ensure that further harassment does not occur. The appropriate administrator will conduct an investigation as is necessary to determine the validity of the complaint. Confidentiality will be observed to the extent possible while still allowing a thorough investigation.
No retaliatory action shall be taken against any person who shall make a good-faith report of alleged harassment, whether the report is shown to have been valid or not.
Complaints which may result in disciplinary action against an employee must follow procedural due process. Written notice of the complaint should be given to the person stating in some detail the charges against him or her. The notice should be timely and allow sufficient time for a defense. A fair hearing should be held which includes: availability to the accused of evidence against him or her; use of counsel if desired; permission to cross-examine the witness in the absence of compelling reasons for not allowing cross-examination; permission for the accused to introduce evidence in his or her own behalf; and the availability of a transcript of the proceeding. The results of the hearing should be submitted within a reasonable time.
Complaints which may result in disciplinary action against a student must follow procedures of due process and appeal as found in this student handbook.
If any disciplinary action involves a college employee who feels he or she has been misjudged, he or she has the right to appeal through the Human Rights Council as set forth in the appropriate handbook.
Hazing
Hazing is defined as any mental or physical requirement, request, or obligation placed on any person, on or off campus, that could cause discomfort, pain, fright, disgrace, injury, or that is personally degrading, or that violates any federal, state, local statute, or college policy. Although often associated with fraternities and sororities, the Culver-Stockton College anti-hazing policy applies to all college organizations and groups of individuals. The college is committed to the rights and welfare of its individual students; therefore, students who violate the anti-hazing policy are subject to the maximum penalty of expulsion from the college.
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