It is the policy of Relay to prohibit all types of harassment from occurring at the institution or at any other place where a Relay-sponsored event takes place. Relay takes seriously any conduct that creates a hostile environment for students or employees based on other protected characteristics (e.g., race, religion, ability). The purpose of this policy is not to regulate personal morality or to encroach on the personal lives of students or employees. Rather, this policy demonstrates Relay’s commitment to maintaining a supportive academic environment and high standards of character that are not compromised by harassment of members of the Relay community. It is also designed to comply with applicable laws.
With respect to Relay employees, this policy applies to full-time employees, part-time employees, interns, and independent contractors, as well as to other types of Relay personnel.
An individual is guilty of harassment when, with intent to harass, annoy, or alarm another person:
- They strike, shove, kick, or otherwise subject such other person to physical contact, or attempt or threaten to do the same; or
- They follow a person in or about a public place or places; or
- They engage in a course of conduct or repeatedly commit acts that alarm or seriously annoy another person and that serve no legitimate purpose.
Sexual harassment is an especially egregious form of misconduct. Matters involving gender-based misconduct, including sexual assault and harassment, are addressed separately pursuant to Relay’s Gender-Based Misconduct Policy and Procedures. Matters will be referred to Relay’s Title IX coordinator, Dr. Nichelle Bowes, by submitting a support request or sending an email to firstname.lastname@example.org.
Investigation and Remediation
If students or employees believe that they have experienced harassment of any type, or believe that they have witnessed harassment of any type, they should immediately notify Dr. Nichelle Bowes, Dean of Student Affairs, by submitting a support request or emailing email@example.com. If a claim of harassment involves conduct by any member of Relay’s leadership (the provost, the president, chief financial and operating officer, general counsel, chief diversity officer, or any other member of Relay’s leadership), students or employees should report the concern directly to Relay’s chair of the board or to this person’s designee.
All reports of harassment will be promptly investigated. If an informal, administrative resolution is mutually acceptable to all parties and can resolve the matter, it will be implemented. If this is not achieved, then Relay will investigate the matter and, if appropriate, determine the corrective action to be taken. Either party involved in the process may request an appeal of the corrective action taken if not satisfied with the process, the determination, or the sanction imposed.
Information about claims of harassment will be kept confidential to the extent consistent with a credible investigation.
It is important to understand that harassing conduct that may not constitute a violation of this policy may still constitute conduct that is unprofessional or be a violation of Relay’s code of conduct.
Important Notice to All Students and Employees: Students and employees who have experienced conduct, witnessed conduct, or been told of conduct that may violate this policy have an obligation to report the conduct in accordance with this complaint procedure. Students’ or employees’ failure to fulfill this obligation could affect the ability of Relay to investigate a matter fully and could permit inappropriate conduct to continue. Also, please note that federal, state, and local discrimination laws and regulations establish specific time frames for initiating a proceeding.
If an investigation confirms that harassment has occurred, Relay shall take appropriate corrective action. For students, confirmed cases of harassment shall be treated as violations of Relay’s code of conduct, with corrective action implemented as per the code of conduct. For employees, corrective action may include, but not necessarily be limited to, an official memorandum in an employee’s personnel file, salary adjustment of the offending employee, or the termination of the offending employee. In addition, Relay may require that students or employees engage in training or counseling to develop a better understanding of the policy prohibiting harassment and to prevent another occurrence. The proper supervisor or advisor may also follow up with students or employees after corrective action has been taken to ensure that the harassment has ceased and to determine whether any retaliatory actions have occurred.
No students or employees shall be subject to retaliation, intimidation, or discipline as a result of making a complaint of harassment or participating in an investigation. However, disciplinary action up to and including administrative withdrawal may be taken against anyone who knowingly makes a false, meritless, or malicious claim of harassment.