General standards of conduct

General Standards of Conduct

Gettysburg College is committed to operating with integrity and in compliance with all applicable federal, state and local laws, regulations and policies. Additionally, all employees are expected to conduct themselves honestly and with a high degree of personal integrity. The mutual respect and collegiality that is gained as a result of adherence to these standards encourages a positive and productive work environment. This not only involves sincere respect for the rights of others, but also requires that employees refrain from behavior in both their professional and personal lives that might be harmful to themselves, their coworkers and/or the College. To maintain the integrity of Gettysburg College and to protect the rights of its employees, its students, and the College itself, employees are expected to conduct themselves honestly, professionally, and ethically at all times.

Additionally, to make the College a safe and positive place to work, every employee is expected to observe certain standards of conduct. Certain conduct is of such serious nature that immediate dismissal may be warranted without prior warning or discipline. Examples of such conduct are as follows: gross insubordination; dishonesty; stealing property or merchandise belonging to the College, its suppliers, students, or other employees; private financial relations with customers or suppliers; deliberate damage to College property; fighting; falsifying or causing to be falsified information on an employment application, time card, or other College documents; unlawful possession, use or distribution of alcohol; intoxication; the illegal use, sale, manufacture, possession or distribution of drugs or narcotics; sexual misconduct, other inappropriate sexual conduct, discriminatory harassment and/or discrimination; the possession or use of firearms or other weapons on College premises including in an employee’s own vehicle; or, the use or threat of violence.

The specific conduct described in this section does not include all of the possible grounds for discipline or discharge. These descriptions are intended as illustrations of the types of conduct that must be avoided for the good of our employees, students, visitors, and the College itself.

Because these rules are essential to our most important function - high quality service to our students - as well as to the efficient operation of our institution, the provisions of this section will be fairly enforced. We appreciate the cooperation of every employee in the careful observance of these standards of conduct.

 

Discriminatory Harassment and Discrimination-Free Workplace

 

Introduction

Gettysburg College is committed to maintaining an environment conducive to learning for all students and a professional workplace free from discriminatory harassment and discrimination for its employees. Discriminatory harassment and discrimination in all forms, including sexual harassment and sexual assault, and all other forms of sexual violence, are antithetical to the values of Gettysburg College, violations of College policy, and, in some instances, violations of state and federal law. Gettysburg College will not tolerate discriminatory harassment or other discrimination on the basis of race, ethnicity, color, religion, national origin, disability, veteran status, marital/familial status, possession of a General Education Development Certificate (GED) as compared to a high school diploma, sexual orientation, gender identity, gender expression, sex, age, genetic information or any trait or characteristic protected by any applicable federal, state, or local law or ordinance. Pursuant to Title IX of the Education Amendment of 1972, Gettysburg College prohibits discrimination on the basis of sex in all of its educational programs and activities. Discriminatory harassment or other discrimination on the basis of sex or any other protected characteristic may affect the terms and conditions of employment or interfere with a student’s work or academic performance and create an intimidating or hostile environment for that employee or student. As such, discriminatory harassment or other discrimination on the basis of any protected trait or characteristic is contrary to the values of Gettysburg College, is a violation of College policy applicable to faculty, administration, and staff and is a violation of the Student Code of Conduct.

 

Sexual Harassment

The College’s Title IX Policy and Procedures address harassment based upon sex that falls within that policy’s definition of “Title IX Sexual Harassment” and all Title IX Sexual Harassment will be subject to that policy, rather than these General Standards of Conduct. Conduct that does not meet the definition of “Title IX Sexual Harassment” may still constitute sexual harassment that is prohibited by the College and will be addressed through these General Standard of Conduct or other applicable policies. When reports of sexual harassment are submitted, the Title IX Coordinator and Director of Civil Rights Compliance and Education will determine whether the Title IX Policy, the Standards of Conduct, or another policy applies and will direct the matter to the appropriate process.

 All members of Gettysburg College have the right to work and study in an environment free of discrimination, including freedom from sexual harassment. The intent of this policy is to foster responsible behavior in a working and academic environment free from discrimination and discriminatory harassment. Thus, Gettysburg College strongly disapproves of and forbids the sexual harassment of employees or students.

 Sexual harassment is defined as unwelcome sexual advances, demands for sexual favors, and other verbal or physical conduct when:

• submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;
• submission to, or rejection of, such conduct by an individual is used as the basis for employment decisions affecting such individual; or
• such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.

Sexual harassment can include, but is not limited to, unwelcome sexual advances or propositions, preferential or derogatory treatment based on gender, unnecessary touching, graphic verbal commentaries about an individual's body, the display of sexually suggestive materials or pictures, explicit or offensive comments or jokes with a sexual content or based upon sex or gender, requests for sexual favors used as a condition of employment or affecting any personnel decisions such as hiring, promotion, or compensation, and unwanted physical contact such as pinching, grabbing, rubbing, stalking, etc.

 

All employees, supervisors, and managers are prohibited from engaging in any conduct that might be considered sexual harassment. In addition, no supervisor or other employee shall threaten or insinuate, either explicitly or implicitly, that another employee's, or applicant’s, refusal to submit to sexual advances or sexual harassment will adversely affect the terms and conditions of that individual's employment. Similarly, no supervisor, manager, or employee shall promise, imply, or grant any preferential treatment to another employee in exchange for sexual favors or conduct. Any employee, supervisor, or manager who commits or condones sexual harassment will be subject to disciplinary action, up to and including termination of employment.

 Sexual harassment as defined in this policy is prohibited when it involves any member of the campus community:

• towards a faculty member or employee by a faculty member or employee
• towards a student by a faculty member or employee
• towards a faculty member or employee by a student
• towards a student by a student
• towards a faculty member or employee or student by a visitor or guest of the College.

 

All members of the faculty, as well as administration and support staff who are designated as a Campus Security Authority, who have information regarding, are witness to, or become aware of, by any means, any sexual assault, dating violence, domestic violence, stalking and/or any other criminal activity, are required by law to report the incident. Any College official who has authority to institute corrective measures and who has any information regarding conduct that may constitute sexual harassment and/or a violation of the College’s Title IX Policy is required by law to report the information to the Title IX Coordinator and Director of Civil Rights Compliance and Education. The College strongly encourages all employees to report any incident or allegation of sexual harassment. Information on how to make a report can be found below in Reporting of Prohibited Conduct, Harassment and Discrimination Violations.

 

Other Forms of Discriminatory Harassment and Discrimination

Employees are expected to maintain the highest degree of professional behavior. All discriminatory harassment or discrimination by employees is strictly prohibited. Further, harassing or otherwise discriminatory behavior of non-employees directed at College employees or students also is prohibited and will be promptly addressed.

 

Discrimination occurs when race, color, national or ethnic origin, sex, sexual orientation, gender identity or expression, marital status, disability, religion, veteran status, age or any protected status is used as criteria for action. Discrimination is particularly condemned when it exploits and jeopardizes the trust that should exist among members of an educational institution. To preserve a work and study atmosphere that fosters such trust, the College affirms the principle that students, faculty, and staff must be treated equitably and evaluated on the basis of merit rather than irrelevant criteria. When a person intentionally or inadvertently abuses the power and authority inherent in their position, there can be negative consequences both to the individuals involved as well as to the educational and working environment of the College.

 

Discrimination also includes harassment based on a protected trait. Discriminatory harassment may be based on a person’s race, color, national or ethnic origin, sex, sexual orientation, gender identity or expression, marital status, disability, religion, veteran status, age or any protected status. It includes a wide range of abusive and humiliating verbal or physical behaviors that are directed against or particularly offensive to a particular person or persons because of a protected trait. In some cases, the conduct may be such that it is clear that it is directed against or particularly offensive to a particular person or persons, even though the person(s) may not be explicitly identified.

 

Certain conduct which may constitute discriminatory harassment including, but is not limited to, preferential or derogatory treatment based upon protected characteristics, using insulting or degrading language that would reasonably offend members of a given race, religion, age, national origin, or disability or members of any other protected group, distributing or displaying any written or graphic materials that would be offensive to members of any protected group, and using racial, religious, or ethnic epithets.

 

All members of the faculty, as well as administration and support staff who are designated as a Campus Security Authority, who have information regarding, are witness to, or become aware of conduct that may constitute criminal activity, are required to report the incident. The College strongly encourages all employees to report any incident or allegation of discriminatory harassment. Information on how to make a report can be found below in Reporting of Prohibited Conduct, Discriminatory Harassment and Discrimination.

 

All members of the faculty, administration and support staff who have information regarding, are witness to, or become aware of, by any means, any form of discriminatory harassment or other discrimination should report the incident. Information on how to make a report can be found below in Reporting of Prohibited Conduct, Discriminatory Harassment and Discrimination.

 

Policy Definitions

 
Complainant: an individual who has reported or otherwise is alleged to have experienced or witnessed conduct that may violate this Policy.

 

Discrimination: Differential treatment of people based upon their actual or perceived race, color, national origin, ethnicity, sex, gender, gender identity/expression, sexual orientation, age, religion, disability, veteran status, or any other trait protected by law. Certain forms of discrimination are prohibited by federal and state law. The College prohibits illegal discrimination, as well as other forms of discrimination that violate its policies. Discriminatory harassment is a form of discrimination and constitutes a violation of this Policy.

 

Investigator: Any College administrative official or person or persons appointed by the College who will be responsible for coordinating any investigations into an alleged violation of this policy.

 

Report: A report is defined as notification of an incident of sexual misconduct, sexual harassment or any other form of discrimination or discriminatory harassment to the Executive Director of Human Resources, Associate Provost for Faculty Affairs or the Title IX Coordinator and Director of Civil Rights Compliance and Education.

 

Respondent: An individual who has been reported to be the perpetrator of conduct that could constitute sexual harassment, sexual misconduct or discrimination, or otherwise could violate this policy.

 

Responsible Reporters: Responsible Reporters are persons who, as a result of their profession or employment position with the College, may be aware of cases of abuse or violence. At Gettysburg College, all faculty as well as administrators, staff, and student staff identified as Campus Security Authorities (with the exception of psychological counselors and pastoral counselors while performing that role as their primary employment with the College) are designated as responsible reporters with regard to cases of suspected sexual assault/violence, sexual misconduct, and relationship violence. It is every person’s responsibility to keep our community safe and free from discrimination and violence. Suspected incidents need to be immediately reported to Campus Safety. In Pennsylvania, College employees are mandated to report suspected abuse of anyone under the age of 18. The report must be made immediately to ChildLine (800-932-0313) and to the employee’s supervisor.

 

Retaliation: Acts or attempted acts to retaliate or seek retribution against anyone who has reported any conduct that the person reasonably believes may violate this Policy or who has participated (or is expected to participate) in any manner in an investigation or proceeding under this Policy. Prohibited retaliatory acts include, but are not limited to, intimidation, threats, coercion, or discrimination. Retaliation constitutes a violation of this Policy.

 

Witness: Any individual who has seen, heard, or otherwise knows or has relevant information about a violation or attempted violation of this Policy. Witnesses are protected from retaliation.

 

Reporting of Prohibited Conduct, Discriminatory Harassment and Discrimination

 

An individual who reports conduct that may violate this Policy can be assured that all reports will be taken seriously, and that each individual will be treated with dignity, respect and in a non-judgmental manner from the initial report to the final result.

Any employee or faculty member who believes he or she has been the subject of any form of conduct prohibited by this Policy should bring the matter to either the Executive Director in the Human Resources Office if an administrator or support staff employee or the Associate Provost for Faculty Affairs if a faculty member. Alternatively, the individual may complete the on-line Community Concern Webform.

 If you, or another individual, need immediate assistance, please call the Campus Safety at 717-337-6911 or the Gettysburg Police Department by calling 911. You should call Campus Safety in the following circumstances:

• The health, safety or well-being of any individual is in jeopardy
• An individual needs immediate medical assistance
• Criminal or questionable activity is in progress

 

For non-emergency reporting, all members of the community may also submit a concern using the Community Care Webform (select the appropriate form based on the kind of report). Information provided on this form will be sent to the appropriate College official for review and follow-up.

Child abuse - In the State of Pennsylvania, employees of institutions of higher learning who suspect incidents of child abuse (including incidents of suspected child sex abuse) must immediately report such incidents first to the Department of Public Welfare’s Child Line (800-932-0313), then to the police having jurisdiction, and then to their supervisor.

We encourage that all complaints be in writing. When making a report of discriminatory harassment, it is important that you provide as much information as possible, including the details of the alleged harassing conduct, any physical evidence of the harassment that may exist, the names of all employees involved in the harassment, any other employees who may have experienced similar harassment, and any individuals who observed or witnessed the harassment.

 

Investigation of Reports

The College will investigate any complaint or report of discriminatory harassment. Prompt action may be taken pending an investigation if appropriate to ensure that any discriminatory harassment that might exist does not continue. If the investigation indicates that discriminatory harassment may have occurred, the College will take prompt and appropriate remedial measures to bring the harassment to an end.

 

The College will not permit any retaliation against an employee who has made a complaint or report of discriminatory harassment. No employee will suffer any adverse job-related consequences as a result of having assisted the College by bringing discriminatory harassment to our attention. Any employee who believes that he or she has been retaliated against in violation of this policy should report the situation to an appropriate management representative immediately.

 

During the course of any investigation, the individual conducting the investigation may consult with or notify the College President; the Provost; the Vice President of College Life; the Director of Title IX, Civil Rights Compliance, and Education; the Executive Director of Human Resources; the Executive Director of Campus Safety; and/or another administrator or outside legal counsel as appropriate.

 

Confidentiality will be maintained throughout the investigation to the extent practical and consistent with the College’s need to undertake a full and impartial investigation.

 

Employees questioned by the College during the course of an investigation are required to provide their full cooperation. In turn, it is the expectation of the College that all those involved in an investigation, including the Complainant, the Respondent, and all Witnesses, will be treated with dignity and respect during the course of the investigation.

 

If criminal conduct has been alleged, the Complainant may elect to file a complaint with the appropriate authorities. The College will conduct its own investigation even if a criminal investigation occurs.

 

If discriminatory harassment or another type of policy violation is found to have occurred, immediate and appropriate action will be taken to stop the inappropriate conduct, eliminate the hostile environment, prevent its recurrence, and remedy its effects.

 

Where a Respondent has been found to have violated College policy, the College will take appropriate actions which may include disciplinary and corrective actions designed to prevent future occurrences. Sanctions may be issued individually, or a combination of sanctions may be imposed.

 

The determination of sanctions is based upon a number of factors, including: the nature, severity of, and circumstances surrounding the violation; the harm suffered by the Complainant; any ongoing risk to either the Complainant or the community posed by Respondent; the impact of the violation on the community, its members, or its property; any previous disciplinary history; previous complaints or allegations involving similar conduct; and any mitigating or aggravating circumstances. Disciplinary measures may consist of actions including verbal warning, written warning, last chance agreement, suspension without pay, or termination of employment. Employees found responsible for incidents of sexual violence or assault will receive a more significant sanction, up to and including termination.

 

If, after the investigation concludes, new information becomes available that was not available at the time of the initial investigation, the grievant may present the new information to the investigator and request that the investigation be re-opened.

 

Statement on Privacy

The College will take all reasonable steps to investigate and respond to any complaint.

 If the Complainant requests anonymity or that the College not pursue an investigation, the College will balance this request in the context of its responsibility to provide a safe environment for all College community members and enforce its policies. In cases where the College cannot grant the request of the Complainant, the College will consult with the Complainant and keep him or her informed about the College’s course of action.

 

Appeal Procedure

This College Appeal Procedure is available to employees after a determination has been made by the College as discussed above.

Purpose: The College Appeal Procedure exists as a means to contest a determination that has been made regarding an alleged violation of the College’s Discriminatory Harassment and Discrimination-Free Workplace Policy. There are two grounds for which either party may appeal under this procedure:

1. Unreasonable Sanction: The Respondent believes that the discipline/sanction imposed was unreasonable for the violation of policy for which the Respondent was found responsible; or
2. Procedural Error: A clear procedural error occurred during the investigative stage preventing either the Complainant and/or the Respondent a reasonable opportunity to prepare and present information to the investigator(s) that could have reasonably affected the outcome of the matter.

 

What Categories of Concerns Are Not Covered by the College Appeal Procedure:

 

This College Appeal Procedure does not apply to issues concerning compensation, classification, work standards, Title IX, other College policies, matters that are beyond the control or jurisdiction of the College, or any other disciplinary matter or termination.

Additionally, dismissal of a faculty member for cause, non-reappointment of a non-tenured faculty member, or tenure/promotion issues may not be addressed with the College Appeal Procedure. These faculty issues, which may be addressed using procedures found in the Faculty Handbook, are under the purview of the Faculty Grievance Committee, a faculty committee that is distinct from the College Appeal Committee created under this policy.

The Appeal Procedure is not a legal proceeding but a Gettysburg College community procedure created with the health and welfare of the College’s employees in mind. The College Appeal Procedure may be used freely without fear of retaliation, and the Executive Director of Human Resources, working with the Associate Provost for Faculty Affairs and/or the Director of Student Rights and Responsibilities, if appropriate, are available for assistance throughout the process.

 

Composition of the College Appeal Committee:

 

Under this policy, Gettysburg College maintains a body called the College Appeal Committee. Members of this committee are appointed by the President of the College for terms of three years. The College Appeal Committee is composed of three tenured faculty members, three administrators, and three support staff members. The Chair of the College Appeal Committee (appointed by the President) will be a tenured faculty member and serves as one of the four voting members of an appeal hearing panel. The College Appeal Committee receives harassment and discrimination training and is knowledgeable of the College’s Discriminatory Harassment and Discrimination-Free Workplace Policy.

 

Appeal Process

1. The employee must file a Notice of Appeal Form within seven (7) business days of the determination with (1) the Executive Director of Human Resources in the case where the petitioner is an administrator or support staff member, (2) the Associate Provost for Faculty Affairs in the case where the petitioner is a faculty member, or (3) the Director of Student Rights and Responsibilities in the case where the petitioner is a student employee. This form will ask the petitioner to identify which of the two grounds (or combination of both), referred to in the Purpose discussion above, he or she seeks to have addressed. The petitioner will be asked to make a formal statement outlining the specifics of their appeal.

 

2. Upon receiving the Notice of Appeal Form, the Executive Director of Human Resources, the Associate Provost for Faculty Affairs, or the Director of Student Rights and Responsibilities will forward the Notice to the Chair of the College Appeal Committee. From the appointed College Appeal Committee members, the Chair will select a hearing panel of an additional three members, including one staff member and one administrator. If a student is a party to the appeal, the student may request of the Chair of the College Appeal Committee that the hearing panel include one student appointed by the Director of Student Rights and Responsibilities from the student members of the Student Conduct Review Board. The Chair will endeavor to have an appropriate level of diversity on the hearing panel. When appropriate, the President will assign staff support to assist with the administrative functions of the hearing panel.
3. The hearing panel will meet to review the formal appeal within the context of the College Appeal Procedure. The hearing panel may decide on the basis of the written appeal that the challenge does not satisfy one of the two grounds for an appeal. The hearing panel may engage in additional fact-finding including pre-hearing interviews and review of other materials reasonably necessary to decide whether one of the two grounds of the appeal have been met. If the hearing panel concludes that the challenge does not satisfy one of the two grounds, the hearing panel will promptly forward its decision (which is final) to the Executive Director of Human Resources, the Associate Provost for Faculty Affairs, and/or the Director of Student Rights and Responsibilities, and/or another administrator as appropriate.
4. The hearing panel shall determine whether and to what extent the petitioner may participate in the hearing and in pre-hearing matters and to the extent to which the petitioner has access to documents reviewed by the hearing panel.
5. If and only if the hearing panel decides that one or more of the two grounds for an appeal are met, the hearing panel will promptly schedule a hearing. The hearing will not revisit the entire matter, but will be limited to addressing the grounds for the appeal. At this hearing, the burden of proof will be on the petitioner to establish the foundation for the appeal by a preponderance of the evidence. The hearing will be a closed meeting, including only those persons whom the hearing panel deems necessary to address the grounds for the appeal. Witnesses will be present only when their testimony is being taken.
6. The petitioner and/or the respondent may have an advisor of their choice present during the appeal. The petitioner and the respondent may each choose any current faculty member, administrator, support staff member, or student who is not directly involved in the case to serve as his/her advisor. There will not be attorneys present. The role of an advisor is to support the petitioner/respondent, but the advisor may not represent the petitioner/respondent during the appeal process. In all cases, the petitioner/respondent may speak quietly with their advisor or request a short break in order to speak.

 

7. The hearing panel will make a recommendation concerning the allegations of the appeal based on a majority vote. If there is no clear majority vote, the hearing panel will report the outcome to the appropriate administrator as set forth below. Promptly after the completion of the hearing, the petitioner will be advised of the recommendation of the hearing panel. The hearing panel will also advise one or more of the following persons: The Provost, if the Respondent in the underlying matter is a faculty member; the Chief of Staff if the Respondent in the underlying matter is an administrator or support staff member; or the Vice President for College Life, if the Respondent in the underlying matter is a student. If one of these administrators is the Complainant or the Respondent in the original hearing, the hearing panel will advise the President of the College of its recommendation instead of that administrator. The hearing panel has no restrictions upon it as to what it may recommend: from a finding that the appeal is not established, to a reprimand, to further proceedings for dismissal of the employee.
8. The administrator, who is advised of the outcome of the hearing as set forth in paragraph 7 above, will review promptly the recommendation of the hearing panel. This administrator, who is not bound by the recommendation of the hearing panel, will determine any resolution of the appeal, including a sanction, within the authority of their position. The decision of this administrator is final.

 

On and Off-campus Sexual Misconduct Resources

Gettysburg College is committed to treating all members of the community with dignity, care, and respect. Gettysburg College recognizes that deciding whether to make a report and choosing how to proceed can be difficult decisions. Gettysburg College encourages any individual who has questions or concerns to seek the support of campus and community resources. These professionals can provide information about available resources, and procedural options, and assistance to both parties in the event that a report and/or resolution under this policy are pursued.

The College’s Sexual Misconduct Resource website offers a number of on and off campus resources for employees and students. Individuals are encouraged to use all available resources, regardless of when or where the incident occurred.

 

The College’s Employee Assistance Program

Gettysburg College provides an Employee Assistance Program (EAP) for use by employees. The EAP is available to provide regular full-time employees assistance with such problems as sexual or physical abuse, depression, marital and relationship conflict, stress, grief, critical incident stress, anxiety, and other personal matters. All full-time employees, regardless of performance, are eligible. The contact number the EAP is listed above. All information relating to an employee’s EAP participation is strictly confidential. Only the EAP provider maintains EAP records. The EAP provider does not release specific information about an employee's use of EAP services, unless the employee gives their advance written consent.

 

Consensual Sexual or Romantic Relationships

In General: There are special risks in any sexual or romantic relationship between individuals in inherently unequal positions of authority. At Gettysburg College, such positions include (but are not limited to) teacher and student, supervisor and employee, senior faculty and junior faculty, advisor and advisee, coach and athlete, and the individuals who supervise the day-to-day student living environment and student residents. Because of the potential for conflict of interest, exploitation, favoritism, and bias, such relationships may undermine the real or perceived integrity of the supervision and/or the evaluation provided by those in authority, particularly in the teacher-student context. These relationships may be less consensual than the individual whose position confers power or authority believes. The relationship is likely to be perceived in different ways by each of the parties involved, especially in retrospect.

 

Moreover, such relationships may harm or injure others in the academic or work environment. Relationships in which one party is in a position to review the work or influence the career of the other may provide grounds for complaint by third parties when that relationship gives undue access or advantage, restricts opportunities, or creates a perception of these problems. Furthermore, circumstances may change, and conduct that was previously welcome may become unwelcome. Even when both parties have consented at the outset to a romantic involvement, this past consent does not remove grounds for a charge based upon subsequent unwelcome conduct.

 

With Students: It is a violation of College policy and strictly prohibited for a faculty, administrator, or support staff member to engage in an amorous, dating, or sexual relationship with a currently enrolled Gettysburg College student except in the case of a relationship that begins before either the employee is employed by the College, or the student first enrolls at the College. Any faculty, administrator, or support staff member who is in such a pre-existing relationship with a student must disclose the relationship to the appropriate College official. In the case of an administrator or support staff member, disclosures must be made to the Executive Director of Human Resources, and faculty members must disclose the relationship to the Provost. After one year of service, spouses and domestic partners of Gettysburg College employees are eligible for tuition benefits at the College. This policy does not intend to alter this benefit; therefore, relationships with non-traditional students who are taking classes at Gettysburg College as a part of the employee tuition benefit are permitted.

 

With other employees: Amorous, dating, or sexual relationships between faculty, administrators, or support staff members are impermissible when the faculty, administrator, or support staff member has supervisory or evaluative responsibility for the other individual. It is a violation of College policy for a faculty, administrator, or support staff member to engage in an amorous, dating, or sexual relationship with a faculty member, support staff member, or administrator whom he/she evaluates, supervises, or over whom he/she can exercise employment authority in any way.

 

The College upholds that sexual or romantic relationships between faculty, administrators, or support staff members employed within the same department, even when consensual, and whether or not the faculty, administrator, or support staff members would otherwise be subject to supervision or evaluation by the faculty, administrator, or support staff member, is inconsistent with the proper role of the faculty, administrator, or support staff member, and should be avoided. Therefore, Gettysburg College strongly discourages such relationships.

 

Where such a relationship exists by virtue of marriage or partnership within the same department, the person in the position of greater authority or power will bear the primary burden of accountability, and must ensure that he or she does not exercise any supervisory or evaluative function over the other person in the relationship. Recusal is required and the recusing party must also notify their supervisor, department chair or dean in writing, so that such chair, dean, or supervisor can exercise their responsibility to evaluate the adequacy of the alternative supervisory or evaluative arrangements to be implemented. The chair, dean, or supervisor must utilize the alternative supervisory or evaluative arrangement. Administrators and support staff members must notify the Human Resources Office in writing when recusal is required. Faculty members must notify the Provost’s Office in writing when recusal is required.

 

Responsibility: The Provost’s Office will respond to issues arising from this policy involving faculty members. The Human Resources Office will respond to issues arising from this policy involving administrators or support staff members.

 

Ethics and Integrity Internal Reporting Process

Gettysburg College is committed to ethics, integrity and high standards in all of its business practices ("Conduct Standards"). Individuals associated with Gettysburg College are expected to act in a manner that reflects these Conduct Standards. For purposes of this policy, the term "associated with Gettysburg College" means faculty, employees, students, and visitors (collectively "College Associate(s)"). The Conduct Standards are more specifically expressed in the Faculty Handbook, Employee Handbook, Student Rights and Responsibilities Handbook, and other policies that are part of the College's Ethics and Integrity Program. This policy has been approved by the Board of Trustees, the Audit Committee, and the President's Council. The College's Ethics and Integrity Officer oversees this policy, in coordination with the Designated Authorities (as defined below).

 

Policy Statement:

 

Any College Associate with a question or concern relating to potential illegal or dishonest activity or other misconduct involving the College's business affairs or the use and management of College resources and information (a "Concern") is encouraged to report the Concern using the process described below under the section on "Ethic and Integrity Internal Reporting Process."1

The College will not tolerate retaliation against any College Associate reporting a concern. Retaliation includes, but is not limited to, any form of intimidation, reprisal, or harassment. Any College Associate who believes he/she is being retaliated against should contact the Ethics and Integrity Officer. If retaliation is found to have occurred, immediate and appropriate action will be taken to stop the retaliation, prevent its recurrence, and correct its effects. The College may take disciplinary action (up to and including termination) against any employee who has engaged in retaliatory conduct in violation of this policy.

 

Confidentiality will be maintained throughout the investigation, to the extent permitted by law and as otherwise may be reasonably required to investigate.

 

Ethics and Integrity Internal Reporting Process

 

Any College Associate with a Concern is encouraged to report it by calling the Gettysburg College Ethics and Integrity Hotline (1-844-362-9797). These reports will then be automatically directed to the College's Ethics and Integrity Officer, who will forward the information to one of the following individuals, depending on the nature of the Concern (identified collectively as Designated Authorities):

 

Designated Authorities are:

• Associate Provost for Faculty Affairs
• Executive Director of Human Resources
• Director of Student Rights and Responsibilities

 

In the alternative, concerns may also be reported to the directly to the Ethics and Integrity Officer.

 

Concerns about the Ethics and Integrity Officer or the President should be directed to the Chair of the Audit Committee or the Chair of the Board of Trustees.

 

Reports should contain as much factual information as possible, including dates, names and any other information that can be corroborated to support the investigation.

 

Concerns filed in good faith that prove to be unfounded will not be subject to disciplinary action. A College Associate who knowingly files a false or materially misleading Concern is subject to disciplinary action.

 

Investigation Procedure

 

The College Associate who reports the Concern is not responsible for, nor is the College Associate the appropriate party to, investigate the activity or for determining fault or the need for corrective measures. All Concerns reported under this policy will be promptly, thoroughly, and impartially investigated.

 

The Ethics and Integrity Officer will oversee and coordinate any investigations undertaken pursuant to this policy.

 

The Ethics and Integrity Officer will review the Concern with the Designated Authority, determine the level of investigation the Concern warrants, identify the appropriate party to perform the investigation, determine if the facts do or do not support the Concern, and recommend any corrective actions. Designated Authorities will coordinate action with the Ethics and Integrity Officer.

 

The College will take appropriate corrective action to ensure that the Conduct Standards are upheld. If an investigation determines that corrective action is necessary, the corrective action will be implemented in accordance with the applicable Conduct Standards, e.g., the Faculty Handbook, Employee Handbook, and/or the Student Rights and Responsibilities Handbook.

Questions regarding this policy should be directed to the Ethics and Integrity Officer.

 

Confidentiality and Related Issues Regarding Students Records, Family Educational Rights and Privacy Act of 1974 (FERPA)

 

The Family Educational Rights and Privacy Act of 1974 (FERPA), as amended, is a federal law that governs how colleges and universities supervise and protect student records. FERPA: (1) assures access by students to their education records, (2) permits student review of their education records for accuracy, (3) guarantees use of the records only for legitimate educational purposes, and (4) controls release and disclosure of such records. FERPA is not a records retention statute; it does not define what records a College must maintain but rather, it governs the confidentiality of, and access to, those records that are maintained. Additionally, FERPA does not require the disclosure of records to third parties, but sets forth what may be disclosed to certain parties outside the College under certain circumstances.

 

Records Retention FERPA is not a records retention statute; it does not define what records the College must make or maintain. At Gettysburg College, no record will be made or retained unless there is a demonstrable need for it that is reasonably related to the basic purposes and needs of the College.

 

Education Records FERPA addresses and protects the student's "education records." That term is defined as records maintained by the College that are directly related or personally identifiable to a student, except:

 

• A personal record kept by a faculty or staff member if it is kept in the sole possession of the maker of the records, used only as a memory aid, and is not accessible or revealed to any other person except a temporary substitute for the maker of the record.

 

• An employment record of a student provided the record is used only in relation to the individual's employment with the College.

 

• In most cases, records maintained by the Campus Security office.

 

• Most records maintained by the health center and counseling services.

 

• Alumni records that contain information about a student after he or she is no longer in attendance at the College and that do not relate to the person as a student.

 

Examples of education records include: personal files in the Office of Academic Advising, the student's transcript, Teacher Placement Records, Registrar's records other than the transcript, and Premedical Committee recommendations. A student's transcript is the official record of their academic standing and performance. It contains their grades and any actions of the Committee on Academic Standing, Honor Commission, and Student Conduct Review Board, which required their withdrawal from Gettysburg College. Upon readmission or the expiration of the term of suspension by the Honor Commission or Student Conduct Review Board, reasons for withdrawal are stricken from the transcript. Students may obtain copies of their transcripts from the Registrar's Office.

 

Disclosure of Education Records Internally: The College discloses education records internally without a student's prior written consent under the FERPA exception for disclosure to school officials with legitimate educational interests. A school official is a person employed by the College in an administrative, supervisory, academic or research, or support staff position (including law enforcement unit personnel and health staff); a person or company with whom the College has contracted as its agent to provide a service instead of using College employees or officials (such as an attorney, auditor, or collection agent); a person serving on the Board of Trustees; or a student serving on an official committee, such as a disciplinary or grievance committee, or assisting another school official in performing their tasks.

 

A school official has a legitimate educational interest if the official needs to review an education record in order to fulfill their professional responsibilities for the College.

 

Forwarding of Education Records Outside the College Other than as described below, most information contained in an education record may be released outside the College only with the written consent of the student.

 

However, FERPA provides that information contained in an education record may be released outside the College under certain circumstances, including:

 

• Authorized Federal and State officials may be granted access to student records required for the audit and evaluation of federally supported educational programs or in connection with the enforcement of federal or state legal requirements related to such programs.

 

• Student records may be released when required for compliance with a judicial order or lawfully issued subpoena provided that a reasonable attempt has been made to notify the student of such order or subpoena prior to the release of the record.

 

• Student records may be released to accrediting organizations in order to carry out their accrediting functions.

 

• Student records may be released to appropriate agencies in connection with the student's application for or receipt of financial aid.

 

• The College may release to parents of a dependent student (as defined in the Internal Revenue Code) any information from the student's education records.

 

• The College may release the content of student records to appropriate persons and organizations conducting studies for the purpose of developing, validating, or administering predictive tests, administering student aid programs, and improving instruction if and only if the studies are conducted in such a manner as will not permit the personal identification of students or their parents by persons other than representatives of the organization and provided that such information will be destroyed when no longer needed for purposes of the study.

 

• The College may release any information from any record about a student to any person if, in connection with an emergency, the knowledge of such information is judged necessary to protect the health and safety of the student or other persons. Such release of information will only be made in a serious emergency where such information is required by the person to whom it is released to meet the emergency and where there is not sufficient time for normal procedures to be followed.

 

• The College may release the final results of a disciplinary proceeding against a student who is an alleged perpetrator of a violent crime or non-forcible sex offense if the College finds that the student committed a violation of the College's policies or rules. The College may only release the name of the student, the violation committed, and the sanction imposed. The College may also release the name(s) of other student(s) involved, such as the victim or witness, but only with the written consent of that student(s).

 

• The College may release information to the student's parents regarding any violation of federal, state, or local law, or of any rule or policy of the College governing the use or possession of alcohol or controlled substances if the student is under the age of 21 and the College has determined that the student committed a disciplinary violation.

 

In addition to these circumstances, Gettysburg College identifies the following as directory information, which can be released without written consent of the student:

 

• Student name, address (home, campus and email), home, cell, and campus telephone number, picture, date and place of birth, dates of attendance, enrollment status, course schedule, field of study, participation in officially recognized activities and sports, weight and height of members of athletic teams, degrees and awards received and the most recent educational agency or institution attended.

 

• Any student wishing that such information about them not be released should notify the Office of the Registrar by September 15 of any given academic year so that the information can be deleted in the normal course of the preparation of its release.

 

Student's Rights to Inspect and Challenge Education Records Under FERPA, the student has the right, to review all materials that are in that student's education records (as defined above), except:

 

• Financial information submitted by the student's parents;

 

• Confidential letters and recommendations associated with admissions, employment or job placement, or honors, to which the student has waived rights of inspection and review.

 

• Letters, notations, and statements about students that were placed in the students' records prior to January 1, 1975, with the understanding that they would be confidential. Such items will not be used for purposes other than those for which they were specifically intended

 

• Education records containing information about a student other than the inquiring student, in which case the College will permit access only to that part of the record that pertains to the inquiring student.

 

• Students wishing to inspect their education records should contact the Office of Academic Advising for an appointment for this purpose. Records covered by FERPA will be made available within forty-five days of the student's request.

 

• Students have the right to request the amendment of the student's education records that the student believes are inaccurate, misleading, or otherwise in violation of the student's privacy rights under FERPA. A student who wishes to ask the College to amend a record should write the College official responsible for the record, clearly identify the part of the record the student wants changed, and specify why it should be changed. If the College decides not to amend the record as requested, the College will notify the student in writing of the decision and the student's right to a hearing regarding the request for amendment.

Additional information regarding the hearing procedures will be provided to the student when notified of the right to a hearing.

 

Policies Relating to Release of Information to Parents Gettysburg College does not release information about the education records of students without their written consent, except as referred to in 3. c. and d. above.

 

The College may release to parents of a dependent student (as defined in the Internal Revenue Code) any information from the student's education records.

Additionally, the College also has a practice of proactively informing parents of dependent students about the progress of their son or daughter at the institution in certain situations:

 

• Recognizing that the first year of college is a transitional year for both the students and parents, the College sends deficiency reports home to parents of dependent students for the duration of the first year.

 

• When a decision has been made by the College concerning academic or disciplinary matters that affects a student's continuance at the College, parents of dependent students will be informed directly by the College. This applies unless a student is an independent student (over 21, no longer dependent on parents, and not living at home) who has requested that information not be sent to their parents.

 

More Information about FERPA Questions about these policies (except those concerning financial aid) may be directed to the Office of Academic Advising. That office also handles requests for exception from normal College policy in this area. Students have the right to file a complaint with the U.S. Department of Education concerning alleged failures by the College to comply with the requirements of FERPA.

 

The name and address of the Office that administers FERPA is:

Family Policy Compliance Office
 U.S. Department of Education
 400 Maryland Avenue, SW
 Washington, DC 20202-5901

Religious Observance Policy

Gettysburg College is fully committed to diversity, equity, and inclusion. If they choose, all faculty, administrators, and support staff have the right to engage in essential practices of their faith while minimizing conflict with work, academic or athletic requirements.

 

In order to recognize the practices of members of our Gettysburg College community, the College follows the following guidelines:

 

For Faculty/Administrators/Support Staff:

Requests by a faculty member for leave for religious accommodation may be granted under this Policy if the faculty member has planned for any missed classes and the granting of the leave will not result in undue hardship for the College or its students. Faculty that miss scheduled class time due to a religious observance must make appropriate alternate arrangements for that missed time to minimize impact on the students’ learning and inform the department chair of those arrangements.

 

For Administrators and Support Staff, the use of vacation leave is governed by the Employee Handbook. Vacation days requested for the express purpose of religious observance will not be unreasonably denied by the staff member’s supervisor if the staff member has accrued vacation leave and the granting of leave or vacation time will not result in undue hardship for the Department or the College. If the staff member has no accrued vacation leave available, the College will review any request for time off for religious observance consistent with the requirements of federal and state law.

 

Retaliation:

Any attempt to retaliate against an individual who files a religious accommodation request or otherwise utilizes this Policy is strictly prohibited.

 

Nothing in this Policy exempts a Gettysburg College faculty member, administrator, or support staff member from fulfilling their job responsibilities. Violations of this policy will be reported to the Chief Diversity Officer and/ or the Executive Director of Human Resources and resolved with the assistance of the appropriate Vice President or the Provost.

 

The College wishes to draw attention to the following observances which are time sensitive in nature. Please review the Religious and Spiritual Life calendar for additional information.

• Eid al-Adha*
• Rosh Hashanah *
• Yom Kippur*
• Christmas
• Passover *
• Easter
• Eid al-Fitr*

*Some holy days start at the sundown of one evening and end at sundown or nightfall of the second evening.

 

Intellectual Property Policy

 

Purpose and Scope

Gettysburg College (the “Gettysburg” or the “College”) recognizes that in the course of performing their duties for the College, employees may develop Intellectual Property that has value not only to the College, but also to the greater community. The purpose of this policy is to define the rights and responsibilities of Gettysburg College, and its employees. The prompt and open dissemination of the results of research and the free exchange of information among scholars are essential to Gettysburg’s fulfillment of its obligations as an institution committed to learning and education. Gettysburg also seeks to preserve traditional Gettysburg practices and privileges with respect to the publication of scholarly works, as well as to protect Gettysburg’s assets and reputation.

 

Key Terms

Intellectual Property – Intellectual property refers to creations of the mind, such as inventions; literary and artistic works; designs; and symbols, names and images used in commerce. Some Intellectual Property is eligible for registration such as patents, copyrights or trademarks. Throughout this policy the term Intellectual Property shall include Tangible Research Property, as defined below, whether or not the Tangible Research Property is eligible for patent, trademark or copyright protection.

 

Author/Creator – This refers to the Gettysburg employee that has authored or created a work that constitutes Intellectual Property and that is subject to this policy.

 

Patent – A utility patent is a property right granted by the government to an inventor for a new, non-obvious and useful process, machine, manufacture or composition of matter, or any useful improvement of one of the foregoing. A design patent is a property right granted by the government to an inventor for an ornamental design. Throughout this policy inventions subject to either utility or design patent protection are referred to as “Inventions.”

 

Copyright – In contrast to a patent, which protects an idea and its implementation, copyright protects the expression of an idea, not the idea itself. Copyright is a form of protection provided under federal law for "original works of authorship", including literary (which includes software code), dramatic, musical, architectural, cartographic, choreographic, pantomimic, pictorial, graphic, sculptural, and audiovisual creations. Copyright protection does not extend to any idea, procedure, process, system, title, principle, or discovery. Similarly, names, titles, short phrases, slogans, familiar symbols, mere variations of typographic ornamentation, lettering, coloring, and listings of contents or ingredients are not subject to copyright. Copyright covers the expression of works that are fixed in a tangible medium (e.g. written or recorded).

 

Tangible Research Property - Tangible research property (TRP) includes items produced in the course of research projects sponsored by Gettysburg or by external sponsors. TRP includes such items as biological materials, engineering drawings, clinical data, computer software, integrated circuit chips, computer databases, prototype devices, circuit diagrams and equipment.

 

Ownership of Intellectual Property

Unless subject to a specific agreement between the Author/Creator of the relevant Intellectual Property and Gettysburg, and to the extent that the Intellectual Property can be owned by the Author/Creator then, as between the Author/Creator and Gettysburg, the Author/Creator shall own all right title and interest to the Intellectual Property. Absent any obligation imposed by an agreement between the Author/Creator and Gettysburg, Gettysburg shall have no obligation to assist the Author/Creator with protecting or commercializing any Intellectual Property or avoiding any loss of Intellectual Property rights or protections. Authors/Creators acknowledge that certain disclosure or failures to timely seek formal protections for some Intellectual Properties can result in a loss of rights or diminution of protections available and that Gettysburg bears no responsibility to prevent such an occurrence.

 

Either prior to the creation of the Intellectual Property or at any point during its creation or later use, the Author/Creator and Gettysburg may enter into a formal agreement involving the funding, protection, commercialization, ownership or any other aspect of any Intellectual Property. Such an agreement shall only be established if both the Author/Creator and Gettysburg mutually agree on the terms.

 

Works Put into Service of the College

Unless a written agreement governing the College’s use, licensing or ownership of any Intellectual Property is executed between the College and the Author/Creator, then to the extent that any Intellectual Property subject to this Policy is utilized by the College for its own internal use the Author/Creator agrees to grant, and hereby does grant, the College a perpetual, royalty-free, fully paid up, non-exclusive license to use and continue to use the Intellectual Property as long as such is for the Colleges internal use. Non-limiting examples of internal use of Intellectual Property by the College include use of software to facilitate a College administrative or educational function, use of dramatic works to facilitate a dramatic performance produced by the College or use of educational materials for College coursework.

 

Jointly Developed Works

If Intellectual Property is to be developed jointly between Gettysburg’s employees and employees or representatives of other institution(s)/organizations, Gettysburg shall negotiate an agreement in good faith with the other institution(s) which shall govern the ownership of the Intellectual Property as between it and the other institution(s).

 

Bayh-Dole Act

For any federally sponsored research, Gettysburg is obligated by federal regulations to promptly report (within two months) to the appropriate federal agency any inventions conceived or reduced to practice during the course of a government-sponsored research program. The Author/Creator shall cooperate with Gettysburg in meeting any of the reporting requirements. The Bayh-Dole Act permits a university, small business, or non-profit institution to elect to pursue ownership of an invention in preference to the government.

 

Procedure

In the event that an Author/Creator desires to engage Gettysburg in an agreement regarding any Intellectual Property the request should be made to the Executive Vice President who may require that the Author/Creator provide any information necessary to permit Gettysburg to evaluate whether to enter into a formal agreement with the Author/Creator. Such information may include, among other things, the use of Gettysburg’s resources to develop the Intellectual Property, potential for protection of the Intellectual Property and potential for its commercialization. Gettysburg shall have no obligation to engage in agreements with an Author/Creator or to act on any particular timeline if an agreement is explored.

 

Policy on Partisan Political Activity

The College, as a tax-exempt organization under Section 501(c)(3) of the Internal Revenue Code, is prohibited from participating or intervening in any political campaign on behalf of or in opposition to any candidate for public office. Political intervention includes financial contributions and the publication or distribution of written or oral statements on behalf of or in opposition to a particular candidate. There are no exceptions to this prohibition.

 

At the same time, the College is dedicated to the pursuit of truth and acquisition of knowledge through the free expression of ideas, and it encourages students, faculty and staff, in their individual capacities, to participate fully in the political process during campaigns for public office as long as they do not involve the College.

 

In order to encourage the open exchange of ideas during partisan political campaigns for public office without jeopardizing the College’s tax-exempt status, all members of the College community must comply with the provisions of this policy with respect to their participation in national, state or local political campaigns.

 

1. General.

All individuals and groups within the College community are prohibited from using College resources or the College’s name in connection with partisan political campaign activities.

 

All members of the College community are permitted and encouraged to engage in political activities in their individual capacities. When endorsing or opposing a candidate for political office, or taking a position on an issue for the purpose of endorsing or opposing a candidate for political office, individuals and groups within the College community must not mention their affiliation with the College or, if that affiliation is mentioned, must also make it clear that the views expressed are their own and not the views of the College. This is particularly important for those who frequently speak for the College in their official capacity.

 

College resources and facilities (including the College’s name, seal, signature, motto, mailing lists, email, email list servers and phone, mail or facsimile systems) may not be used for political campaign events or activities, political endorsements or issue advocacy undertaken for the purpose of supporting or opposing a candidate in a political campaign.

 

Political fundraising is strictly prohibited at all College events.

 

1. Activities of Student Organizations.

Individual students and student organizations are free to engage in partisan political activities so long as their activities are not construed to express the viewpoint of the College.

 

2. In-Classroom Activities of Faculty Members.

Faculty members are entitled to freedom of expression in the classroom. Faculty members are not prohibited from making partisan political commentary in the classroom to the extent such commentary relates to the subject of instruction and is aimed at developing students’ complete understanding of an issue. Nonetheless, in these instances, faculty members should make clear that the views expressed are those of the faculty member and not of the College. Faculty members should avoid the persistent intrusion of partisan political commentary having no rational bearing on the subject of instruction.

 

Faculty members are strictly prohibited from (i) penalizing or negatively assessing a student for expressing a political viewpoint that is contrary to, or critical of, the political viewpoint of the faculty member, and (ii) rewarding or otherwise preferentially assessing a student for expressing a political viewpoint that agrees with, or supportive of, the political viewpoint of the faculty member.

 

A faculty member may provide in-classroom opportunities to speak on an equal basis to all legally qualified candidates for a public office, provided that the lecture is conducted in a manner that makes clear that the views expressed during the event are those of the speaker and not the College; the lecture is conducted for the purpose of educating students and not as a campaign rally or event; and the lecture relates to the subject of instruction and is aimed at developing students’ complete understanding of an issue. Candidates may not receive financial remuneration from the College or the faculty member for their in-classroom appearance during a political campaign.

 

3. Use of College Facilities and Resources.

Student organizations may sponsor or host a political campaign event or political candidate, provided that the event is conducted in a manner that makes clear that the views expressed during the event are those of the student organizations and not of the College. A student organization that hosts a political candidate is not required to invite or otherwise provide an opportunity to speak to all candidates seeking that office. All such events must be authorized and supervised by the College. Student organizations may not use the event to conduct political fundraising or a political rally. Additionally, no College funds including Student Senate allocated funds may be used to support fundraising events or activities for political candidates.

 

The College, an academic department and an organization with official College functions (each, an “Official Organization”) may provide opportunities to speak at College events on an equal basis to all legally qualified candidates for a public office or may conduct a public forum to which all legally qualified candidates for a public office are invited and given equal opportunity to speak. If an Official Organization extends an invitation to a candidate to speak in their capacity as a candidate, it must take steps to ensure that all legally qualified candidates are invited to a substantially similar event. Such events must be conducted in a manner that makes clear that the views expressed during the event are those of the speaker and not of the Official Organization or the College; the event must be conducted for the purpose of educating students (and not as a campaign rally or event); and the format and content of the event must be presented in a neutral manner that does not favor any candidate over the others.

 

Candidates may not receive any financial remuneration from the College for their appearance during a political campaign.

 

Official Organizations may invite a candidate for public office to appear at a College event for non-campaign related reasons and without inviting all other qualified candidates, provided that (i) the individual is chosen to speak solely for reasons other than their candidacy for political office, (ii) the individual speaks in their non-candidate capacity, (iii) no reference to the election is made, either by the individual or the Official Organization, and (iv) the Official Organization hosting the event takes reasonable steps to maintain a nonpartisan atmosphere at the event. Campaigning at any such event is prohibited. The Official Organization hosting the event must clearly indicate the capacity in which the individual is appearing, and no mention of the upcoming election should be made, whether at the event or in communications announcing the event. The Official Organization hosting the event must make the following announcement at the beginning and conclusion of the event, "As part of the College’s educational mission and commitment to a liberal arts education, Gettysburg College is pleased to provide today’s forum for respectful discussion. Gettysburg College does not support or oppose [candidate’s name] or any other political candidate and the opinions or viewpoints of the speaker are the speaker’s own and do not represent a statement of the College’s opinions or viewpoints. I respectfully remind you that this is an educational opportunity for students and community members. It is not a political rally and political fundraising at this event is prohibited.”" This announcement must also be included in any advertisements of the event.

 

External organizations may rent College facilities to host partisan political activities, provided that political fundraising is strictly prohibited at the event.

 

Abusive Language

Profane and/or abusive language will not be tolerated.

 

Alcohol Policy

Employees should note the College's alcohol policy concerning consumption of alcohol by students: Gettysburg College does not encourage the use of alcoholic beverages by students. In compliance with current Pennsylvania laws, the College does not approve of the consumption of alcohol by students (or their guests) who are under the age of 21, on or off the campus.

For College events in which students are present, it is recommended that departments consult the College's Alcohol Policy Review and Advisory Board (APRAB) for guidance.

 

Campus Smoking Policy

There is extensive data within the scientific community that illustrates the harmful effects of secondhand smoke on non-smokers. In fact, the Environmental Protection Agency has classified second-hand smoke as a Class A carcinogen, a classification reserved for the most lethal environmental hazards, such as asbestos, benzene, formaldehyde and radon. Research has linked secondhand smoke to lung cancer, cardiovascular disease, asthma, bronchitis, pneumonia, middle ear infections, and nasal and eye irritation. The use of tobacco products is the leading cause of preventable illness and early death.

 

In an effort to promote a healthy, comfortable and productive work environment for the employees of Gettysburg College, the College has become a smoke-free workplace. Smoking in any form is prohibited inside all College-owned or leased buildings including both residential and non-residential buildings and all recognized student housing including fraternities. In addition, smoking is prohibited in any College-owned or rented vehicles. Individuals who choose to smoke must smoke outside and must stand at least 15 feet away from any campus building. For employees, the enforcement of this policy will rest with the individual supervisor in consultation with the Executive Director of Human Resources. For students, enforcement of this policy will rest with the Office of College Life. Violations of this policy will result in disciplinary action for employees and students.

 

Information about tobacco cessation is available through the Human Resources Office.

 

Drug-Free Workplace and Drug-Free Campus

Please visit the Human Resources Office website for the full Drug-Free Workplace and Drug-Free Campus Policy