GENERAL POLICIES
Definition - Student
A student is defined as anyone that has officially been accepted to Gordon College, registered properly for at least one course, and paid all required fees for the semester. Enrolling in non-credit courses does not satisfy the requirements for student status.
Institutional Responsibility
Admission, discipline, promotion, graduation, and formulation of all rules and regulations pertaining to students of institutions of the University System are matters to be handled by the institutions within the framework of regulations of the Board of Regents. Students violating rules and regulations of an institution may be punished, suspended, excluded, or expelled as may be determined by the institution.
Sexual Harassment Policy
Policy Statement on Sexual Harassment
Sexual harassment of employees or students of Gordon College is prohibited and shall subject the offender to dismissal or other sanctions after due process.
Sexual harassment most often occurs when a person with authority over another exploits that authority for sexual purposes. However, this policy also applies to sexual harassment directed against others of the same status in the College, i.e. student against student, faculty against faculty, staff against staff.
Consenting romantic or sexual relationships between faculty and students or between a supervisor and an employee may fall within this policy if a power differential exists in the relationship and a charge of sexual harassment is subsequently filed. Such romantic or sexual relationships are officially discouraged by Gordon College. Faculty, staff, and students who engage in such relationships are hereby notified that they will not be able to have a charge of sexual harassment against them dismissed by pleading mutual consent.
Definition of Sexual Harassment
Unwelcome sexual advancements, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
- submission to such conduct is made explicitly or implicitly a term or condition of an individual's employment or academic standing;
- submission to or rejection of such conduct by an individual is used as a basis for employment or academic decisions affecting the individual; or
- such conduct unreasonably interferes with an individual's work or academic performance or creates an intimidating, hostile, or offensive working or academic environment.
Examples of Sexual Harassment
The following examples of sexual harassment are for illustrative purpose only. They are not intended to represent an exhaustive list.
- Unwanted teasing, jokes, remarks, or questions of sexual nature.
- Unwanted pressure for dates.
- Unwanted letters or phone calls of a sexual nature.
- Unwanted sexually suggestive looks or gestures.
- Unwanted deliberate touching, leaning over, cornering, or pinching.
- Unwanted pressure for sexual favors.
- Actual or attempted rape or sexual assault.
Academic Freedom
Academic freedom is essential if the College is to achieve its purpose. However, academic freedom is not a license for sexual harassment. Sexual harassment destroys academic freedom. No person has the right to intimidate, exploit, or coerce another under the guise of academic freedom. This statement of policy is designed to preserve academic freedom by protecting the College community against sexual harassment while preserving the rights of all members of that community.
Procedures for Handling Complaints of Sexual Harassment
Complaints Against Faculty
Complaints of sexual harassment against faculty shall be directed in writing to the Chair of the Division to which the faculty member is assigned. If the complaint is against the Chair, the complaint shall be directed to the Vice President for Academic Affairs and Dean of the Faculty. That person shall investigate to determine if the complaint is valid and shall consult with the Affirmative Action Officer as necessary in the investigation. The Division Chair or Vice President for Academic Affairs and Dean of the Faculty may dismiss the complaint if it is unwarranted. The complainant may appeal this decision in writing within five (5) days of receiving the decision to the Vice President for Academic Affairs and Dean of the Faculty, or if the Dean has already heard the complaint, to the President.
The President may refer the complaint to the Grievance Committee of the College or another existing committee of the College or an ad hoc committee appointed to hear the complaint. The hearing committee shall follow the timetable and procedures published in the "Grievance Procedures."
Complaints Against Staff
Complaints of sexual harassment against staff shall be directed in writing to the supervisor to whom the staff member reports. If the complaint is directed against the supervisor, it shall be directed to the Vice President for Business Affairs. That person shall investigate to determine if the complaint is valid and shall consult with the Affirmative Action Officer as necessary in the investigation. The supervisor or the Vice President for Business Affairs may dismiss the complaint if it is unwarranted. The complainant may appeal this decision in writing within five (5) days of receiving the decision to the Vice President for Business Affairs, or if the Vice President for Business Affairs has already heard the complaint, to the President.
The President may refer the complaint to the Grievance Committee of the College or another existing committee or an ad hoc committee appointed to hear the complaint. The hearing committee shall follow the timetable and procedures published in the "Grievance Procedures."
Complaints Against Students
Complaints of sexual harassment against students shall be directed in writing to the Vice President for Student Affairs. The Vice President for Student Affairs will dispose of the complaint according to the disciplinary procedures published in this catalog.
President's Statement on Sexual Harassment
Sexual harassment, in any of its many guises, is a threat to the academic community. Everyone has the right to learn, teach, or work in an environment free from sexual behavior which is intimidating, hostile, or offensive. Such behavior cannot be tolerated because it imperils the purpose and spirit of Gordon College.
Miscellaneous Student Complaints
Please follow the same complaint procedure outlined in Procedures for Handling Complaints of Sexual Harassment.
Americans With Disabilities Act (ADA)
It is the policy of Gordon College to provide reasonable accommodations for qualified disabled individuals who are employees of, students of, or applicants for employment to Gordon College. The College will adhere to all applicable federal, state, and local laws, regulations, and guidelines with respect to providing reasonable accommodations as required affording equal employment opportunity to qualified disabled individuals. Reasonable accommodations shall be provided in a timely and cost-effective manner in accordance with the policies and procedures of the University System of Georgia and this College.
Students requiring special services or an accommodation in order to participate in any of the classes, programs, employment opportunities, or activities of Gordon College should contact the ADA Officer.
Non-Discrimination, Equal Employment Opportunity and Affirmative Action Policies
It continues to be the policy of Gordon College to implement affirmative equal opportunity to all employees, students, and applicants for employment or admission without regard to race, creed, color, sex, national origin, religion, age, veteran status, or disability. Affirmative action shall be taken to ensure fulfillment of this policy. This includes but is not limited to the following personnel actions: recruiting, enrollment and education practice, hiring, placement, upgrading, transfer or promotion, treatment during employment, recruitment, advertising or solicitation for employment, rates of pay or other forms of compensation, selection for training, layoff or termination, and fringe benefits.
In compliance with federal regulations, Gordon College does not discriminate against any employee or applicant for employment or against any student or applicant for admission in regard to any position for which the employee or student is qualified. For all employees, applicants for employment, and students with physical and/or mental limitations, Gordon College will provide reasonable accommodations for otherwise qualified employees, applicants, and students.
Responsibility for ensuring compliance and continued affirmative implementation of the policy is assigned to the Affirmative Action Officer.
A copy of the Gordon College Affirmative Action Policy is available for inspection in the Library, the Business Office, the office of the Affirmative Action Officer, and the office of the President.
Voting Privileges
Students are encouraged to vote in all federal, state, and local elections. A student whose class schedule will otherwise prevent the student from voting will be permitted an excused absence for the interval reasonably required for voting (BOR Minutes 1977-78, p. 245). Gordon College has a Deputy Voter Registrar for the State of Georgia on staff. The Deputy Voter Registrar is qualified to register students to vote in their hometown. Students may register Monday through Friday from 8:00 a.m. to 5:00 p.m. in the Registrar's Office.
Computer and Electronic Equipment Usage Policy
Policy Statement
The rules stated below are (1) to assure that all College property, including, but not limited to, computer hardware and software, electronic and telephone systems are used for business purposes only, (2) to assure that all internal proprietary information is safe-guarded, and (3) to advise employees and students that College equipment is not to be used to store or transmit information or items which they consider to be private or personal. The fact that the College may not have enforced these policies in the past should not be interpreted to mean that the College cannot enforce them now or in the future.
- Only current faculty, staff, and students may use the college computer equipment, electronic equipment and software.
- Students may use college computers and software for class assignments, term papers, projects, and/or tutorials for their courses.
- Computer software is protected by United States copyright law. Most software manufacturers allow for use of software in classes or computer labs. The college does not condone use of its software for any other purpose.
- Disk/files are subject to inspection by Gordon College. Those found to contain unauthorized copies of copyrighted software will be erased.
- In classes where computer networks are used students may use only user names, passwords, and files authorized by their instructor.
- Unauthorized changes to machine configurations, system configuration programs, or batch files are prohibited.
- Unauthorized additions, deletions, or modifications of application software are prohibited.
- Gordon College equipment cannot be used to type, transmit or print harassing, offending, illegal, sexually suggestive, or inappropriate messages.
- All systems belonging to Gordon College are subject to monitoring. The College reserves the right to enter and review all computer databases and electronic transmissions, including but not limited to, computer, electronic, and telephone systems.
- Anyone who uses the College's computers and electronic equipment acknowledges and agrees to observe these policies.
Official Method of College Communication
Upon admission to the college, all students are issued a Gordon College e-mail account which should be checked on a regular basis. Gordon College considers these e-mail accounts to be an official means of communicating college information to the students.
Information on accessing Gordon College student e-mail accounts is available on the Computer Services page of the Gordon College website at www.gdn.edu and in the Computer Services Office located in the Instructional Complex, Room 109.