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2016-17 Student Handbook

Since each disability situation is unique, requests for additional information or documentation will vary. Additional documentation to support a disability may be required. For the collaborative interview, students should be prepared to discuss the impact of their disability in the academic environment, their history of accommo-dations and the accommodations being requested. This information, with the results will help determine appropriate accommodations. Students must request accommodation for each successive semester. For more information contact Disability Services at 503-5199 or visit our website at www.uscupstate.edu/ studentaffairs/disabilityservices/ IV. Non-Discrimination Statement The University of South Carolina provides equal opportunity and affirmative action in education and employment for all qualified persons regardless of race, color, religion, sex, national origin, age, disabil-ity, veteran status or sexual orientation. These equal opportunity provisions include, but are not limited to admissions, employment, financial aid and student services A. Discriminatory Harassment Policy EOP 1.03 Harassment based upon race, color, religion, sex, national origin, age, disability, veteran status and sexual orientation is a form of discrimination in violation of federal and state law and University of South Carolina system policies. Discriminatory harassment includes conduct (oral, written, graphic, or physical) directed against any person or group of persons because of race, color, national origin, religion, gender, age, disability or veteran status that has the purpose or reasonably foreseeable effect of creating an offensive, demeaning, intimidating, or hostile environment for that person or group of persons. Such conduct includes, but is not limited to, objectionable epithets, demeaning depictions or treatment, and threatened or actual abuse or harm. The University is committed to maintaining a harassment and discrimination-free environment for all faculty, staff and students and will not condone behavior between or among members of the campus community which creates an unacceptable education-al or working environment. B. Sexual Harassment Policy EOP 1.02 Sexual harassment subverts the mission of the University by threatening the careers, educational experiences, and well being of all members of this community. It undermines the University’s deep commitment to the primacy of a reward system based purely on merit, intellectual excellence, and job perfor-mance. The University, however, is also committed to freedom of speech and to the liberty of academics to teach, publish, and profess matters that others may find offensive. The purpose of this policy is to define “sexual harassment” in both the University employ-ment and academic contexts, to provide procedures for investigation of sexual harassment claims, and to ensure that violations are fully remedied, while also protecting the constitutional and academic rights of every member of this community. Definition of Sexual Harassment Sexual harassment of employees or students at the University is defined as unwelcome sexual advance, requests for sexual favors, verbal or other expressive behaviors or physical conduct commonly understood to be of a sexual nature. Sexual harassment includes, but is not limited to, the following: • Threats to make adverse employment or academ-ic decision if another person refuses to engage in sexual activities. • Demands that another person engage in sexual activities in order to obtain or retain employment or academic benefits. • Promises, implied or direct, to give employment or academic benefits if another person engages in sexual activities. • Unwelcome and unnecessary touching or sexually suggestive physical contact or threats to engage in such conduct. • Indecent exposure. • Invasion of sexual privacy. • Sexual advances, requests for sexual favors, sexual comments and/or questions, and other sexually-oriented conduct that is directed against a specific individual and persists despite its rejection. • Conduct not specifically directed at the complain-ant, which is sufficiently pervasive, severe, or persistent to alter the conditions of the complain-ant’s employment or status as a student and create a hostile working or learning environment, when viewed from the perspective of a reason-able person of the complainant’s gender. Prohibited Conduct • A member of the University community shall not engage in the sexual harassment of another member of the University community. • A member of the University community shall not encourage, condone, or fail to take reasonable steps within this person’s power to stop the sexual harassment of another member of the University community, regardless of whether the harassment is by another member of the University community or by persons doing business with the University. 1‘3126 - ‘17 Student Handbook 128


2016-17 Student Handbook
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