Saint Mary-of-the-Woods Policies
Saint Mary-of-the-Woods College is in compliance with and supports Indiana state laws regarding the possession and consumption of alcoholic beverages. Furthermore, the College is in compliance with the Drug-Free Schools and Communities Act of 1989.
The policy is as follows:
- Possession, distribution, or consumption of alcoholic beverages while on the premises of Saint Mary-of-the-Woods College is not permitted except at official events catered by Food Service personnel and those served must be 21 years of age or older.
- While on College premises, all persons, including friends, relatives and visitors, are subject to all rules and regulations regarding the possession and consumption of alcoholic beverages.
- No alcohol containers, whether empty or full, are to be used for decoration in resident rooms or offices.
Violations of this policy will be referred to appropriate campus personnel and/or the civil authorities.
Updated August, 2009
Illicit Drug Policy
The possession or use of a controlled substance, including but not limited to opiates (cocaine, morphine, codeine, heroin), barbiturates, hallucinogens, marijuana or amphetamines, including but not limited to Lysergic Acid Diethyl amide (LSD), on College premises or College-related premises, is prohibited.
The policy is as follows:
- The physical presence of a controlled substance in a student’s assigned residence hall room will ordinarily constitute “possession” and subjects the occupant(s) of that room to a charge of a violation of this policy.
- Any student observed “holding” or transporting a controlled substance on College premises constitutes “possession” and subjects that student to a charge of a violation of this policy.
- A student found guilty of distribution or sale of drugs, narcotics, barbiturates, hallucinogens, marijuana or amphetamines on College premises or College-related premises is subject to immediate permanent dismissal or any lesser authorized sanction.
Sexual Assault Procedure
Saint Mary-of-the-Woods College in compliance with the Federal Student Right to Know and Campus Security Act has established procedures in the event that a student is sexually assaulted. The primary purpose of the procedure is to ensure the safety and well-being of the victim. Upon receiving a report of an incident of sexual assault, the security personnel will notify the RA, local authorities, the director of Security and the vice president for Student Life. The staff members on campus including the campus life staff and security will attend to the immediate medical and emotional needs of the victim. It is recognized that a victim may be unwilling to cooperate with the authorities or refuse to seek medical care. The security officers in cooperation with college personnel and local authorities will follow the established guidelines and procedures that are on file with the Student Development and Security departments.
Steps to take when sexually assaulted
If you are the victim of a sexual assault, protect yourself using whatever means necessary.
- Upon escaping Call 911
- Contact Security or a resident assistant and give as much information as possible about the attacker.
- Security will call local law enforcement and will seek medical treatment for anyone injured.
- Notify Security if you witness or receive information that a sexual assault has occurred.
Smoke Free/Tobacco Free Campus Policy
Saint Mary-of-the-Woods College is committed to promoting health, wellness, prevention and the treatment of diseases within its community, as well as providing a healthy, clean, safe, and secure workplace for administration, faculty, staff, students, visitors and vendors. Research findings show that tobacco use in general, including smoking and breathing secondhand smoke, constitutes a significant health hazard. Therefore, smoking and/or use of tobacco are prohibited in the buildings and on the grounds of the Saint Mary-of-the-Woods College campus. This policy will affect everyone on campus.
Saint Mary-of-the-Woods College has set the following policies:
- Smoking and the use of any other tobacco product (cigarettes, cigars, pipes, and smokeless tobacco) is strictly prohibited in all Saint Mary-of-the-Woods College campus buildings and on the grounds of the campus.
- Smoking and the use of any other tobacco product are strictly prohibited in all Saint Mary-of-the-Woods College owned, leased, or rented vehicles. Smoking and the use of tobacco products is also prohibited in privately owned vehicles when operated or parked on the grounds of the College.
- Organizers and attendees at public events, such as conferences, meetings, public lectures, social events and cultural events using Saint Mary-of-the-Woods College facilities will be required to abide by the Smoke Free/Tobacco Free policy.
Saint Mary-of-the-Woods College will provide accessible treatment to help administration, faculty, staff and students to quit smoking and/or using tobacco. All areas of the Saint Mary-of-the-Woods College campus are designated as smoke free/tobacco free. Signs about the policy will be posted appropriately throughout campus.
Effective implementation of this Smoke Free/Tobacco Free Policy depends upon the courtesy, respect, and cooperation of all members of the Saint Mary-of-the-Woods College community. Those in violation of this policy will be subject to applicable disciplinary action.
Effective August 1, 2009, Revised November 1, 2009
Policy on Harassment Free Environment
It is the policy of Saint Mary-of-the-Woods College to provide an educational, employment and residential environment free from unwelcome sexual intimidation or communications constituting sexual harassment or racial harassment as defined and otherwise prohibited by state and federal statutes. This policy applies to students, faculty and staff of the College, as well as to individuals employed by contractors who provide routine daily services to the college.
It is the intent of this policy to fairly and impartially review any and all sexual and racial harassment charges and to handle such matters in a professional manner. In addition, any violators of this policy may be subjected to applicable federal and state laws regarding racial or sexual harassment. The College strictly prohibits any action or behavior in retaliation to an individual who files a harassment complaint. Saint Mary-of-the-Woods College administrators are responsible for publicizing and implementing the College’s sexual and racial harassment policy in their respective areas of jurisdiction.
- Students, faculty and staff members have the right to be free from any unlawful sexual or racial harassment:
- In any building or at any location on college premises
- During the course of college activities on college-related premises.
- Sexual harassment is defined as unwelcome sexual advances, including requests for sexual favors and other verbal or physical conduct of a sexual nature, when:
- Submission to or rejection of such conduct by a student, faculty or staff member is used as the basis for academic or employment decisions affecting that individual or;
- Such statements or conduct interferes with another person’s work performance or education or creates an intimidating, hostile, or offensive work or educational environment.
- Racial harassment is defined as any behavior, physical or verbal, that victimizes an individual on the basis of race, ethnicity, ancestry, or national origin, and involves any of the following:
- Physical behavior that involves an expressed or implied threat to interfere unlawfully with an individual’s personal safety, academic efforts, employment, or participation in college-sponsored extracurricular activities and causes the person to have a reasonable apprehension that such harm is about to occur;
- Verbal behavior that contains racially sensitive words, phrases, and content that are demeaning, abusive, offensive and serves to victimize the individual.
- “Hostile work environment” is defined as any setting in which another’s (others’) behavior is sufficiently severe or pervasive that creates a work environment that is abusive. The level of “sufficient discomfort” must meet the legal test for “reasonableness” behavior that would cause any “reasonable” similarly employed person to be adversely impaired in performing assigned duties and responsibilities.
- Complaints of sexual or racial harassment should be filed as soon as possible after the alleged offense has occurred and should be brought within one (1) year of such event unless good cause is shown for any delay in filing a charge. The complaint shall be directed to the College Harassment Officer.
- No more than five (5) days after a complaint is filed, the College Harassment Officer shall conduct an interview with the complainant to determine the complaint/type of alleged harassment, evidence, and the resolution the complainant is seeking. The College Harassment Officer shall offer the complainant two methods for addressing the complaint- one informal and the other formal. Complainants will be informed that in severe instances the College is obligated by law to pursue a formal investigation.
- Confidentiality will be protected in as far as reasonable during the investigation but the complainant must understand that her/his name will be used during the process and the specifics of the complaint will be presented to the respondent (alleged harasser).
- The informal procedure shall consist of the College Harassment Officer working with the complainant to seek a quick and satisfactory resolution with emphasis on advising, problem solving, and actions to get the harasser (respondent) to stop the offensive behavior. Every effort will be made through conversation, investigation, and mediation to provide an opportunity for prompt resolution of the complaint via interaction with the complainant and the respondent. The College Harassment Officer will maintain a written log of all conversations and investigative information. In the event that no resolution is achieved the complainant has the right to request a formal investigation at which time the complainant must submit her/his complaint in writing. The College Harassment Officer must forward to the Review Officer the following material
- The date of receipt of the complaint;
- Identification of the complainant;
- Identification of the alleged harasser(s) and the actions complained of, including relevant background facts and circumstances;
- Statement describing the scope of the investigation and the results of the investigation;
- A determination of probable cause or no probable cause.
- The Review Officer shall be appointed by the President. The Review Officer will conduct further investigation which may include interviewing of witnesses, confirming of information, and seeking additional information and/or documentation. The complainant and respondent may submit additional information to the Review Officer.
- The Review Officer will review all information and provide the parties a written summary of the findings, conclusions, and recommendations made on the basis of the evidence gathered during the informal/formal investigation(s).
- Any actions/recommendations will be initiated in consultation with the Chief Financial Officer or another person appointed by the President, to ensure that the relevant College procedures and policies are applied appropriately. These recommendations/sanctions may include but are not limited to; a written warning, probation, suspension, or termination.
- The written summary of findings will be submitted within seven (7) working days after the completion of the formal/informal investigation.
The Review Officer may conduct a hearing with all parties present at the same time. If such a hearing is scheduled, the complainant and respondent will receive written notice at least seven (7) working days before the scheduled hearing. The complainant and respondent may each be accompanied by an advisor. Since this is not a legal proceeding, no party may be represented by legal counsel. The method of recording the informational hearing will be determined by agreement of all parties.
- Either party may request a review of the findings or recommendations/sanctions of the Review Officer by submitting a written request to the President. The individual sanctioned for harassment will be afforded a reasonable opportunity to meet with the President to present any defense against the charge and/or against the severity of the sanction imposed. The President will make the final determination and will distribute the written response to all relevant parties.