Policy:

It is the policy of Lawrence Memorial/Regis College Medical Radiography to provide an environment for its students, faculty, staff and administration free of any sort of sexual harassment.  All individuals should be able to participate in any Program activities in an environment free of all forms of discrimination, including sexual harassment.

No individual, male or female, should be subjected to unsolicited and unwelcome conduct of a sexual nature regardless to its form: physical, visual, verbal or written.  Any such conduct on the part of students, faculty, staff or administrators is totally unacceptable, considered a serious violation of policy, rules and practices, and will not be tolerated.

Failure to adhere to this policy will result in disciplinary action up to and including termination from the program/termination of employment.  Any and all allegations of sexual harassment will be investigated by the appropriate program administrator who is not involved in the allegation(s).  The investigation will be carried out fairly, expeditiously, and with confidentiality sharing information only on a “need to know” basis.

Filing false allegations/accusations is also considered a serious breach of policy and, if confirmed, will result in disciplinary action.

It is both unlawful and contrary to policy for an individual to retaliate against an individual who, in good faith, files a complaint of sexual harassment or who participates in the investigation of same.

Definition:

Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment.

2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual.

3. Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creates an intimating, hostile or offensive working environment.

Sexual harassment is also prohibited by federal and state regulations.

Examples:

Examples of sexual harassment include, but are not limited to:

• Unwelcome and unwanted sexual jokes, teasing, language, advances or propositions, etc.
• Written or oral abuse of a sexual nature, sexually degrading or vulgar words.
• The display of sexually suggestive or offensive objects, pictures, posters or cartoons.
• Unwelcome and unwanted comments about an individual’s body, sexual prowess or sexual deficiencies.
• Asking questions about sexual conduct.
• Unwelcome touching, leering, whistling, brushing against the body or suggestive, insulting or obscene comments or gestures.
• Demanding sexual favors in exchange for favorable performance reviews, assignments, promotions or continued employment, or promises of the same.

Complaint Procedures:

If a student, faculty member, staff person or administrator believes that he/she has been subjected to sexual harassment, whether by a faculty member, clinical supervisor, a fellow student or any other person with whom he/she comes in contact in connection with his/her function in the program, the student/employee should report the incident immediately to the Program Director or Vice President for Education.

Responsibilities:

Program Administrators (Program Director and Vice President for Education)

1. Maintain a workplace free of harassment.

2. Contact the Administrators immediately upon learning of a harassment claim.

3. Participate in conducting the investigation.

4. Maintain confidentiality to the greatest extent possible.

5. Using a “Harassment Complaint Form” as a guide, begin a thorough investigation of the facts immediately, insuring protection of the rights of both the complainant and the individual who is alleged to have been harassed.

6. Assure the complainant that a thorough investigation will be conducted and that confidentiality will be maintained to the greatest extent possible.

7. Interview all participants and witnesses, documenting each person’s statement in writing, which the individual will sign.

8. Review with the General Counsel all facts associated with each claim and determine appropriate disciplinary action if any is warranted.

9. Communicate recommended action to the Vice President for Education.

10. Complete “Harassment Complaint Form” and retain form in a separate confidential LM/RC Nursing and Medical Radiography programs file.

Enforcement Agencies:

Massachusetts Commissions Against Discrimination (MCAD)
One Ashburton Place, Room 601
Boston, MA  02108
(617) 727-3990

Equal Employment Opportunity Commission (EEOC)
One Congress Street
10th Floor, Room 1001
Boston, MA  02114
1 (800) 669-4000