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Policies and Issues of General Conduct

Lasell College is committed to creating an environment that fosters student growth and development. The quality of life at Lasell is directly tied to the actions of the members of the community, and their mutual respect and consideration. Members of the Lasell College community are expected to:

  • Contribute to the creation of an environment that supports learning, personal development, and civil discourse;
  • Honor the rights of others to work and live in the Lasell College community without concern for verbal or physical abuse, or the threat thereof;
  • Respect the differences inherent in the diversity of our community members; and
  • Commit to behaving in ways that acknowledge the dignity of each individual.

Policies and Issues of General Conduct Continued...

Alcohol and Other Drug Policies

College Property

Communication Policy

Conduct System

Fire Regulations/Arson

Gambling

Guests

Hazing

Health Risks Associated with Alcohol and Drugs

Lasell Acceptable Use of Information Technology Systems

Life-threatening Situations

Notice of Non-Discrimination and Policy Prohibiting Sexual Harassment and Other Forms of Unlawful Harassment

I. Introduction

It is the policy of Lasell College that all students, faculty and staff should be able to enjoy a work and/or educational environment that is free from discrimination and harassment. This policy applies to discrimination and harassment on the basis of: (1) age, (2) race, (3) color, (4) national origin/ancestry, (5) religion, (6) sex, (7) sexual orientation, (8) mental or physical disability, (9) genetic information, (10) veteran status, (11) membership in or application to the uniformed services, and (12) any other characteristic protected by applicable law. In accordance with applicable law, Lasell College will not discriminate on the basis of these characteristics in connection with employment, admission or enrollment or participation in any of its programs or activities.

Harassment of employees/students occurring on campus or in other settings in which employees/students may find themselves in connection with their employment/enrollment is unlawful and will not be tolerated. Further, retaliation against an individual who has complained about sexual or other unlawful harassment or discrimination or who has cooperated with the investigation of such a complaint is similarly unlawful and will not be tolerated. To achieve the College's goal of providing a work and educational environment that is free from sexual and other unlawful harassment and discrimination, the conduct that is described in this policy will not be tolerated, and a procedure has been provided by which inappropriate conduct will be dealt with.

Because Lasell College takes allegations of harassment and discrimination seriously, the College will respond promptly to complaints of such conduct, and will investigate all allegations of harassment and/or discrimination. Where it is determined that inappropriate conduct has occurred, the College will act reasonably to eliminate the conduct and impose such corrective action as is deemed necessary, including disciplinary action where appropriate.

Please note that while this policy sets forth the College's goal of promoting a work/educational environment that is free from sexual and other forms of unlawful harassment and discrimination, the policy is not designed or intended to limit the College's authority to discipline or take remedial action for conduct which is deemed inappropriate or unacceptable, regardless of whether that conduct satisfies the legal definitions of harassment or discrimination.

II. Definition Of Sexual Harassment
Sexual harassment means sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature when:

a) submission to or rejection of such advances, requests or conduct is either: (i) made explicitly or implicitly a term or condition of employment or participation/enrollment in a program or activity of the College; or (ii) is used as a basis for employment/educational decisions; or

b) such advances, requests or conduct have the purpose or effect of unreasonably interfering with an individual's work/educational performance by creating an intimidating, hostile, humiliating, or sexually offensive work/educational environment.

Under these definitions, direct or implied requests (by a supervisor, faculty member or other individual responsible for work/academic matters) for sexual favors in exchange for actual or promised job/academic benefits (such as favorable reviews/grades, salary increases, promotions, increased benefits or continued employment/enrollment) constitute sexual harassment.

The legal definition of sexual harassment is broad, and, in addition to the above examples, other sexually oriented conduct, whether it is intended or not, that is unwelcome and has the effect of creating an environment that is hostile, offensive, intimidating, or humiliating to male or female workers/students may also constitute sexual harassment.

While it is not possible to list all those circumstances that may constitute sexual harassment, the following are some examples of conduct, which, if unwelcome, may constitute sexual harassment depending upon the totality of the circumstances, including the severity of the conduct and its pervasiveness:

  • Unwelcome sexual advances - whether they involve physical touching or not;
  • Creation, dissemination or display of sexually explicit voicemail, e-mail, graphics, downloaded material or websites;
  • Sexual epithets, sexual jokes, written or oral references to sexual conduct, gossip regarding one's sex life;
  • Comment about an individual's body and/or comment about an individual's sexual activity, deficiencies, or prowess;
  • Displaying sexually suggestive objects, pictures or cartoons;
  • Unwelcome leering, whistling, brushing against the body, sexual gestures, suggestive or insulting comments;
  • Inquiries into one's sexual experiences; and/or
  • Discussion of one's sexual activities.

Students and employees should note that sexual harassment can occur between individuals of the same sex and regardless of sexual orientation. The same standards that apply to harassment between individuals of the opposite sex also apply to individuals of the same sex.

III. Other Forms of Harassment
In addition to sexual harassment, this policy prohibits harassment based on the following characteristics: (1) age, (2) race, (3) color, (4) national origin/ancestry, (5) religion, (6) sex, (7) sexual orientation, (8) mental or physical disability, (9) genetic information, (10) veteran status, (11) membership in or application to the uniformed services, and (12) any other characteristic protected by applicable law.

Harassment includes the display or circulation of written materials or pictures which are degrading or hostile on the basis of the above factors and verbal abuse, slurs or insults based on those factors and directed at or made in the presence of persons having those characteristics.

Harassment also refers to behavior that is personally offensive, impairs morale and interferes with the work/educational effectiveness of employees/students. Harassment of students, visitors, faculty or other employees by any member of the campus community will not be tolerated.

The complaint and investigation procedure discussed herein applies to both sexual harassment and other unlawful harassment based on protected characteristics.

IV. Complaints of Sexual and Other Forms of Harassment and Discrimination
Any student or employee who believes he/she has been subjected to harassment by a faculty/staff member, a supervisor, a student, a vendor/supplier, a visitor or other individual, whether or not employed or enrolled by the College, is advised to make it clear to the offender that such behavior is offensive and/or unwelcome. When the alleged harasser is an employee of the College, the aggrieved student should speak with the Vice President of Academic Affairs if the situation is related to a member of the faculty, or with the Vice President of Student Affairs in all other instances. When the alleged harasser is another student, the aggrieved student should speak with the Vice President of Student Affairs. In addition, any student or employee who becomes aware of harassment or other violation of this policy, whether he or she is personally affected or not, should immediately advise one of these designated individuals.

If any of our students, employees, or third parties (including parents and visitors to the campus), believes that he or she has been subjected to sexual harassment, or other forms of harassment or discrimination based on protected status, the student/employee has the right to file a grievance/complaint with our organization. This may be done in writing or orally.

If a student would like to file a grievance/complaint, he/she may do so by contacting the College's Title IX Coordinator, Ms. Diane Parker, Associate Vice President of Business and Finance, at Eager House, Lasell College, 1844 Commonwealth Avenue, Auburndale, MA 02466, (617) 243-2124, or by contacting the College's 504 Coordinator, Mr. Scott Lamphere, Director of Disability Services, Office of Student Affairs, Edwards Student Center, Lasell College, 1844 Commonwealth Avenue, Auburndale, MA 02466. If for any reason a student might be uncomfortable bringing the matter to the Title IX Coordinator or the 504 Coordinator, that student may also contact James Ostrow, Vice President of Academic Affairs, (617) 243-2112 or the Director of Human Resources, (617) 243-2176. These individuals are also available to discuss any concerns a student may have and to provide information to the student about the College's policies on harassment and non-discrimination, as well as the College's complaint process.

All students and employees should take special note that, as stated above, retaliation against an individual who has complained about harassment, and retaliation against individuals for cooperating with the investigation of such a complaint, is unlawful and will not be tolerated.

V. Investigation of Complaints
When a complaint of sexual or other harassment or discrimination is received, the College will investigate the allegation in as fair and expeditious a manner as reasonably possible. The investigation will be conducted in such a way as to maintain confidentiality to the extent consistent with a full investigation and practicable under the circumstances. The investigation generally will include interviews with: (1) the person filing the complaint; (2) the person alleged to have committed the wrongful conduct; and (3) witnesses (if any and if deemed necessary and appropriate by the College). All employees and students will be expected to cooperate fully in our efforts to investigate and enforce this policy. When the College has completed its investigation, the College will, to the extent appropriate, inform the person filing the complaint and the person alleged to have committed the conduct of the results of that investigation. College investigations will normally be completed within 60 days of the reported complaint.

VI. Disciplinary Action
If the College determines that inappropriate conduct has been committed by a member of the campus community, the College will take such action as is deemed appropriate under the circumstances. Such action may range from counseling to termination/expulsion, and may include such other forms of disciplinary action as is deemed appropriate under the circumstances.

VII. State and Federal Remedies
In addition to the above, if a student believes that he/she has been subjected to unlawful harassment or discrimination, that student may make inquiry or file a formal complaint with the Department of Education's Office for Civil Rights or one of the other government agencies set forth below. Using the College's grievance/complaint process does not prohibit a student from filing a complaint with these agencies.

The United States Departnent of Education, Office for Civil Rights (OCR)
Boston Office:
U.S. Department of Education
8th Floor, 5 Post Office Square
Boston, MA 02109-3921
(617) 289-0111

Equal Employment Opportunity Commission (EEOC)
John F. Kennedy Federal Building
Government Center
Fourth Floor, Room 475
Boston, MA 02203
(617) 565-3200

The Massachusetts Commission Against Discrimination (MCAD)
Boston Office:
One Ashburton Place, Rm. 601
Boston, MA 02108
(617) 994-6000

Springfield Office:
436 Dwight Street, Rm. 220
Springfield, MA 01103
(413) 739-2145

These agencies have a short time period for filing a claim: EEOC and MCAD - 300 days.


Sexual Assault

Smoking Policy

Visitation Policy

Weapons