Harassment Policy

Responsible Office or Person: Human Resources

Adopted: 2012

Policy Scope and Statement

Carroll University attempts to provide an environment free from all forms of harassment or intimidation based on race, sex, age, religion, national origin, disability, marital status, sexual orientation or other category protected by applicable law. This Policy is in keeping with efforts to establish a work environment and academic environment in which the dignity and worth of all members of the institutional community are respected. Accordingly, harassment of students, faculty and staff at Carroll University is unacceptable conduct and will not be tolerated.


Harassment may occur whenever unwelcome conduct, comments, touching, teasing, joking or intimidation based on any of these bases interferes with work or creates an intimidating, hostile or offensive environment. Unwelcome sexual advances, requests for sexual favors, and other verbal, visual or physical conduct of a sexual nature are serious violations of this Policy and are also prohibited. Harassment also occurs whenever submission to such conduct is made either explicitly or implicitly a term or a condition of an individual’s employment, or whenever submission to or rejection of such conduct is used as the basis for employment decisions.


The University recognizes that harassment or accusations of prohibited harassment are serious and may have substantial impact on the career and lives of the parties involved. Therefore, confidentiality shall be maintained during any investigation, conciliation or other process. Any employee who violates this Policy will be subject to corrective action, which may include discipline up to and including discharge.


We are aware that conduct, comments or behavior which might be offensive to some individuals might be considered inoffensive to others. Because of this, it may be difficult for the University to learn of and take effective action to halt harassment unless the affected individual alerts University representatives both to the occurrence and the fact that the conduct in question is offensive or unwanted.

You are not required to approach the harasser or any other specific individual. This Policy will not be effective, however, without the cooperation of all members of the institutional community. Any individual who believes that he/she has been subject to harassment has the duty to promptly bring this fact to the attention of the University in accordance with the following procedures:

  • Informal Process: Employees who believe that they have been the victims of harassment should contact the Director of Human Resources. First efforts in response to a complaint shall be made informally by the director working with the appropriate University personnel. Every effort shall be made to assure the privacy of the complainants and those accused of discriminatory practice.
  • Formal Process: In the event that informal attempts at mediation prove unsatisfactory, the complaint shall be referred to the appropriate university existing judicial body for consideration. Cases heard in such a forum shall be handled according to existing practices and procedures.

If an investigation reveals that harassment has occurred, the University will take immediate and appropriate corrective action reasonably designed to halt the harassment and prevent recurrences, which may include discipline or discharge of the harasser. In addition, University policy is violated by anyone who makes a false accusation of harassment by another person.

Retaliation or discriminating against someone for complaining about harassment is prohibited. Accordingly, witnesses or other individuals who cooperate in a harassment investigation are protected against retaliation. If you believe you have been retaliated against, even if the retaliation is subtle, report this fact immediately to the Director of Human Resources or to any other University representative. Anyone found to have retaliated against an individual because of a harassment complaint or because of cooperation in the investigation of a complaint will be subject to discipline or discharge.

The Director of Human Resources shall be responsible for the coordination, dissemination and implementation of this Policy. The director shall work closely with senior academic and non-academic administrators to assure compliance with the provisions of this Policy and shall serve as a resource with regard to harassment-related matters.

Each vice president, program or office director, department chairperson, administrator and supervisor shall cooperate with the Director of Human Resources in the implementation and dissemination of the Policy and in providing an environment free of harassment. Such officials shall refer complaints arising under this Policy to the Director of Human Resources.

It is the obligation of every faculty and staff member of the University in his/her area of responsibility to adhere to this Policy.


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