LOYOLA is committed to a work environment in which all individuals are treated with respect and
dignity. Each individual has the right to work in a professional atmosphere that promotes equal
employment opportunities and prohibits discriminatory practices, including harassment.
Therefore, LOYOLA expects that all relationships among persons in the workplace will be
business-like and free of bias, prejudice, and harassment.
Equal Employment Opportunity
It is the policy of LOYOLA to ensure equal employment opportunity without discrimination or
harassment on the basis of race, color, national origin, religion, sex, age, disability, or any other
classification protected by law. LOYOLA prohibits and will not tolerate any such discrimination or
harassment.
Definitions of Harassment
Sexual harassment constitutes discrimination and is illegal under federal, state, and local
laws. For the purpose of this policy, sexual harassment is defined, as in the Equal
Employment Opportunity Commission Guidelines, as unwelcome sexual advances,
requests for sexual favors and other verbal or physical conduct of a sexual nature when,
for example: (1) submission to such conduct is made either explicitly or implicitly a term
or condition of an individual’s employment; (2) submission to or rejection of such
conduct by an individual is used as the basis for employment decisions affecting such
individual; or (3) such conduct has the purpose or effect of unreasonably interfering with
an individual’s work performance or creating an intimidating, hostile or offensive working
environment.
Sexual harassment may include a range of subtle and not so subtle behaviors and may
involve individuals of the same or different gender. Depending on the circumstances,
these behaviors may include, but are not limited to: unwanted sexual advances or
requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature;
commentary about an individual’s body, sexual prowess or sexual deficiencies; leering,
catcalls or touching; insulting or obscene comments or gestures; display or circulation in
the workplace of sexually suggestive objects or pictures; and other physical, verbal or
visual conduct of a sexual nature. Sex-based harassment, which is harassment that does
not involve sexual activity or language (i.e., male manager yells only at female
employees and not males), may also constitute discrimination if it is severe or pervasive
and directed at employees because of their sex. Harassment on the basis of any other protected classification is also strictly prohibited.
Under this policy, harassment is verbal or physical conduct that denigrates or shows
hostility or aversion toward an individual because of his/her race, color, religion, national
origin, age, disability, or any other classification protected by law or that of his/her
relatives, friends, or associates, and that:
(1) has the purpose or effect of creating an intimidating, hostile or offensive work environment;
(2) has the purpose or effect of unreasonably interfering with an individual’s work performance; or
(3) otherwise adversely affects an individual’s employment opportunities.
Harassing conduct includes, but is not limited to: epithets, slurs or negative stereotyping;
threatening, intimidating or hostile acts; denigrating jokes and display or circulation in
the workplace of written or graphic material that denigrates or shows hostility or aversion
toward an individual or group.
Individuals and Conduct Covered
These policies apply to all applicants and employees, and prohibit harassment, discrimination and
retaliation whether engaged in by fellow employees, by a supervisor or manager or by someone
not directly connected to LOYOLA (i.e., an outside vendor, consultant or customer).
Conduct prohibited by these policies is unacceptable in the workplace and in any work-related
setting outside the workplace, such as during business trips, business meetings and business-related
social events.
Retaliation Is Prohibited
LOYOLA prohibits retaliation against any individual who reports discrimination or harassment or
participates in an investigation of such reports. Retaliation against an individual for reporting
harassment or discrimination or for participating in an investigation of a claim of harassment or
discrimination is a serious violation of this policy and, like harassment or discrimination itself, will
be subject to disciplinary action.
Reporting an Incident of Harassment, Discrimination, or Retaliation
LOYOLA strongly urges the reporting of all incidents of discrimination, harassment or retaliation,
regardless of the offender’s identity or position. Individuals who believe they have experienced
conduct that they believe is contrary to LOYOLA’S policy or who have concerns about such
matters should file their complaints with their immediate supervisor, the Human Resources
Manager, the Executive Vice President, or the President of LOYOLA before the conduct becomes
severe or pervasive. Individuals should not feel obligated to file their complaints with their
immediate supervisor first before bringing the matter to the attention of one of the other LOYOLA
designated representatives identified above.
In addition, LOYOLA encourages individuals who believe they are being subjected to such
conduct to promptly inform the offender that his or her behavior is unwelcome and request that
it be discontinued.
IMPORTANT NOTICE TO ALL EMPLOYEES:
Employees who have experienced conduct they believe is contrary to this policy have
an obligation to take advantage of this complaint procedure. An employee’s failure to
fulfill this obligation could affect his or her rights in pursuing legal action.
Also note that federal, state, and local discrimination laws establish specific time
frames for initiating a legal proceeding pursuant to those laws.
Early reporting and intervention have proven to be the most effective method of resolving actual
or perceived incidents of harassment. Therefore, while no fixed reporting period has been
established, LOYOLA strongly urges the prompt reporting of complaints or concerns so that rapid
and constructive action can be taken. LOYOLA will make every effort to stop alleged harassment
before it becomes severe or pervasive, but can only do so with the cooperation of its employees.
False and malicious complaints of harassment, discrimination, or retaliation as opposed to
complaints which even if erroneous, are made in good faith, may be subject to appropriate
disciplinary action.
The availability of this complaint procedure does not preclude individuals who believe they are
being subjected to harassing conduct from promptly advising the offender that his or her
behavior is unwelcome and requesting that it be discontinued.
The Investigation
Any reported allegations of harassment, discrimination or retaliation will be investigated
promptly, thoroughly and impartially. The investigation may include individual interviews with
the parties involved, and where necessary, with individuals who may have observed the alleged
conduct or may have other relevant knowledge. Individuals are required to participate in the
investigation and to be truthful.
Confidentiality will be maintained throughout the investigatory process to the extent consistent
with adequate investigation and appropriate disciplinary action.
Responsive Action
Misconduct constituting harassment, discrimination or retaliation will be dealt with promptly and
appropriately. Responsive action may include, but is not limited to, training, referral to
counseling, monitoring of the offender and/or disciplinary action such as warning, reprimand,
withholding of a promotion or pay increase, demotion, reassignment, temporary suspension
without pay or termination, as LOYOLA deems appropriate under the circumstances.
If an employee making a complaint does not agree with its resolution, the employee may appeal to the President of LOYOLA.
Individuals who have questions or concerns about these policies should contact the Human Resources Manager.
Finally, these policies should not, and may not, be used as a basis for excluding or separating
individuals of a particular gender, or any other protected characteristic, from participating in
business or work related social activities or discussions in order to avoid allegations of
harassment. The law and the policies of LOYOLA prohibit disparate treatment on the basis of sex
or any other protected characteristic, with regard to terms, conditions, privileges and
prerequisites of employment. The prohibitions against harassment, discrimination and retaliation
are intended to complement and further these policies, not to form the basis of an exception to them.
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