It is the policy of PLU to maintain a work environment free from all forms of harassment on the basis of any status or characteristic protected by law.
PLU prohibits harassment by and toward employees, managers, and non-employees such as customers, vendors, or contractors. Unacceptable conduct includes offensive verbal comments, use of ethnic slurs or derogatory terms, stalking, intimidation, physical assault, or battery relating to a person’s race, color, national origin, religion, the presence of any physical, mental, or sensory disability, sex, honorably discharged veteran or military status, marital status, sexual orientation, age, citizenship or immigration status, creed, gender identity, the use of a trained service animal by a person with a disability, and status as a victim of domestic violence, sexual assault, or stalking, genetic information, familial status, ancestry, pregnancy outcomes, or any other status or characteristic protected by law. Such prohibited behavior may include:
- Verbal threats, epithets, derogatory comments or slurs
- Offensive jokes
- Inappropriate or harassing emails, phone conversations or other electronic communications
- Visual conduct such as displaying derogatory posters, photographs, cartoons, drawings, gestures or websites
- Physical conduct such as assault, unwanted touching, or blocking normal movement
This policy prohibits unacceptable harassment or conduct in the workplace and at university sponsored business and social events. Additionally, harassment via social media, email, and text messages are within the scope of prohibited conduct.
Complaining employee(s), witnesses to an investigation, and employees associated with a complaining employee or witness, such as a spouse, will be afforded protection from retaliation. Retaliation is prohibited even in the case where an underlying complaint has no merit. No employee may be subject to retaliation for bringing a complaint of harassment, for filing a Charge of Discrimination or lawsuit, or for participating as a witness in an investigation, Charge, or lawsuit.
Employees who believe they have been subject to retaliation must immediately bring it to the attention of the Director of Human Resources or any member of the University Dispute Resolution Committee. Complaints of retaliation will be investigated and addressed according to this policy.