I. PURPOSE AND INTENT OF THE TITAN UNIVERSITY HARASSMENT POLICY
Titan University (TU) is dedicated to enforcing the Titan University Harassment Policy to foster a respectful and inclusive environment. This Harassment Policy at Titan University aims to ensure a work and study atmosphere free from discrimination and harassment related to race, color, marital status, sex, religion, national origin, disability, age, and more. Additionally, our Harassment Policy safeguards against discrimination related to sexual orientation, gender identity, and expression, reflecting our unwavering dedication to inclusivity and fairness.
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II. Understanding Key Definitions
A. Employee Definition Under Harassment Policy
An Employee includes academic administrators, faculty, administration employees, staff, temporary employees, or any other classifications covered by the Titan University Harassment Policy.
B. Student Definition Under Harassment Policy
A Student is anyone enrolled in a TU course or engaged in any TU student activity, as per the Harassment Policy.
III. STATEMENT OF POLICY: PROHIBITED ACTIONS UNDER THE HARASSMENT POLICY
A. Prohibited Actions and Discrimination in the Titan University Harassment Policy
The Titan University Harassment Policy prohibits any discrimination or harassment by TU employees or students within the institution. In addition, our Harassment Policy explicitly forbids discrimination or harassment by TU employees or students while performing duties or participating in TU programs, regardless of location.
Moreover, our Harassment Policy safeguards against discrimination related to sexual orientation, gender identity, and expression. This measure underscores our commitment to inclusivity and fairness. Furthermore, retaliation against individuals who, in good faith, make allegations or participate in investigations related to the Harassment Policy is also strictly prohibited.
Additionally, Titan University does not tolerate false accusations or statements about discrimination or harassment. This comprehensive approach ensures that we treat all individuals with respect and integrity.
B. Conduct Outside the Scope of the Harassment Policy
This policy does not affect academic freedom or TU’s educational mission. Furthermore, it does not address actions protected by state or federal constitutions.
C. Cooperation with Harassment Policy Investigations
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Employees and students must cooperate fully with investigations and compliance reviews under the Harassment Policy. Additionally, non-cooperation may result in disciplinary action, including termination or expulsion. Thus, it is crucial for all involved parties to adhere to the policy to avoid such consequences.
IV. FILING COMPLAINTS OR REPORTS UNDER THE HARASSMENT POLICY
Who Should Report to TU: Reporting Harassment and Discrimination
The person who believes they have been a victim of discrimination or harassment should report the issue.
Additionally, any student, faculty member, or staff member who knows about the alleged issue must also report it. However, this excludes those offering confidential counseling.
Who Must Report to TU: Mandatory Reporting Requirements
Supervisory employees, for instance, must report any allegations or instances of discrimination or harassment involving TU personnel or students. This requirement is stipulated under the Harassment Policy. Consequently, failure to report such incidents can lead to disciplinary actions.
B. Complaints or Reports to Law Enforcement
f someone believes they are a victim of a bias-motivated crime, they should file a complaint with law enforcement. Moreover, compliance with mandatory reporting laws is required.
C. Additional External Complaints
Filing an internal charge with TU or law enforcement does not prevent external complaints. Additionally, it does not alter any deadlines imposed by these agencies.
V. GENERAL INFORMATION ON THE HARASSMENT POLICY
Privacy in Harassment Policy Investigations
We ensure confidentiality during investigations. However, we cannot guarantee absolute confidentiality. Instead, we share information only with those who need to know. Moreover, anonymous allegations might hinder the thoroughness of the investigation. Consequently, while we strive to maintain privacy, some limitations may affect the overall investigation process.
Time for Filing Complaints Under the Harassment Policy
Report issues as soon as possible. File a formal complaint within 120 days from the incident.
Appeals from Decisions on the Harassment Policy
Decisions from TU are final.