Lehman College is an Equal Opportunity and Affirmative Action Institution. The College does not discriminate on the basis of age, sex, sexual orientation, alienage or citizenship, religion, race, color, national or ethnic origin, disability, marital status, or status as a disabled or Vietnam era veteran, in its student admissions, employment, access to programs, and administration of educational policies.

In order to ensure equal opportunity for all qualified persons in deed as well as intent, the College will continue to engage in a positive and on-going compliance with the requirements of Federal Executive Order 11246, as amended by 11375 and 12086, and The Equal Pay Act of 1963, Titles VII and IX of the Civil Rights Act of 1964, The Age Discrimination in Employment Act of 1967, Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act (ADA) of 1990 and Section 402 of the Vietnam Era Veterans Readjustment Assistance Act of 1974 as well as with the policies of the Board of Trustees with respect to affirmative action for equal employment in The City University of New York. The Affirmative Action program is designed to increase the employment opportunities at the College for all the designated groups, and to assure the more effective realization and utilization of their talents and skills.

Pursuant to the Chancellor’s mandate of 1976, Italian-Americans are also designated as an affirmative action category in CUNY.

As an employer acting in conformity with federal legislation and as an educational institution, Lehman College believes in a policy on nondiscrimination and recognizes its obligation to maintain an environment free of sexual harassment for its students, faculty, and staff.

The College Affirmative Action Officer and Coordinator for Title IX, which prohibits sex discrimination in federally assisted education programs, also serves as the College Section 504 Coordinator for the Disabled. The office is located in the Shuster Hall, Room 352 and the telephone number is (718) 960-8110.

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According to law, your employer must inform you of the health effects and hazards of toxic substances at your worksite. Lehman College oversees environmental and safety issues and compliance with related regulations. The Campus Facilities Office addresses issues regarding asbestos concerns, indoor air quality, chemical, biological and radiation safety, laboratory safety, biological and chemical waste handling, etc. The office conducts OSHA mandated training including Right to Know, laboratory safety, handling of infectious body fluids, and other programs for employees involved in hazardous operations. Campus Facilities is located in Shuster Hall, Room 327. The phone number is (718) 960-7114.

 

General Statement:
The Surgeon General of the United States has determined that smoking is the largest preventable cause of illness and premature death in the United States. Smoking is associated with the unnecessary death of more than 350,000 Americans a year. Moreover, research findings now indicate that exposure to Environmental Tobacco Smoke (ETS), also known as second-hand smoke and officially classified as an EPA Group A carcinogen, is linked to a variety of negative health consequences and is responsible for approximately 3,000 lung cancer deaths annually among non-smokers in the United States.

It is the intent of this policy to promote a more healthful environment for all members of Lehman College community at all locations, and concomitantly, to protect the health of non-smokers. The implementation of this policy signifies our full compliance with the New York State and New York City Clean Indoor Air Acts and the Smoking Policy of The City University of New York.

Definition:
Smoking includes the inhaling, exhaling and carrying of any lighted cigarettes, cigars, or pipes.

Policy:
As of November 18, 1993, smoking is prohibited inside all facilities or vehicles owned, leased, or operated by The City University of New York.

Responsibility & Enforcement:
While responsibility for the implementation and effectiveness of the policy lies with all Lehman College faculty, staff, students and guests, ultimate administrative responsibility to achieve college-wide compliance rests with deans, directors, and senior staff member in charge of the various divisions, units, offices and facilities. To effect adherence, members of the Lehman College community must be willing to directly and politely inform those unaware of the policy, and remind those who disregard it. If this approach and effort is unsuccessful, the individual in violation of this policy will be brought to the attention of the dean, director, senior staff member or other person in charge for further discussion and progressive counseling. Those who still do not comply will face corrective action consistent with the nature and seriousness of the continuing violation.

Disputes arising under this policy involving employees covered by collective bargaining agreements shall be resolved under the complaints and grievance procedures of their respective collective bargaining agreements. Complaints and disputes involving excluded employees shall be resolved under The City University of New York Smoking Dispute and Complaint Resolution Procedure.

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Sexual harassment is against the law and is not tolerated at Lehman College. The college has responsibility for investigating complaints of sexual harassment brought by students or employees on campus or at field placement assignments outside of the college’s premises. Student or employee complaints should be directed to the Sexual Harassment Panel Office located in Shuster Hall, Room 352, telephone number (718) 960-8110. All materials concerning Sexual Harassment are available in this office and messages can be left there for panel members. The City University of New York issued an updated policy in 1995 that prohibits sexual harassment of faculty, staff, and students as stated below:

A. Prohibited Conduct

It is a violation of University policy for any member of the University community to engage in sexual harassment or to retaliate against any member of the University community for raising an allegation of sexual harassment, for filing a complaint alleging sexual harassment, or for participating in any proceeding to determine if sexual harassment has occurred.


B. Definition of Sexual Harassment

For purposes of this policy, sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other oral or written communications or physical conduct of a sexual nature when:
 

submission to such conduct is made either 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 such individual;

such conduct has the purpose or effect of unreasonably interfering with an individual's Work or academic performance, or creating an
intimidating, hostile, or abusive work or academic environment.
 

Sexual harassment can occur between individuals of different sexes or of the same sex. Although sexual harassment most often exploits a relationship between individuals of unequal power (such as between faculty/staff member and student, supervisor and employee, or tenured and untenured faculty members), it may also occur between fellow students or co-workers), or in some circumstances even where it appears that the harasser has less power than the individual harassed (for example, a student sexually harassing a faculty member). A lack of intent to harass may be relevant to, but will not be determinative of, whether sexual harassment has occurred.

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submitting unfair or inaccurate job or academic evaluations or grades, or denying training, promotion, or access to any other employment or academic opportunity, because sexual advances have been rejected.
 

Other types of unwelcome conduct of a sexual nature can also constitute sexual harassment, if sufficiently severe or pervasive that the target does find, and a reasonable person would find, that an intimidating, hostile or abusive work or academic environment has been created. Examples of this kind of sexual harassment (known as hostile environment harassment) include, but are not limited to, the following:

D. Consensual Relationships

Amorous dating or sexual relationships that might be appropriate in other circumstances have inherent dangers when they occur between a faculty member, supervisor, or other member of the University community and any person for whom he or she has a professional responsibility. These dangers can include; that a student or employee may feel coerced into an unwanted relationship because he or she fears that refusal to enter into the relationship will adversely affect his or her education or employment; that conflicts of interest may arise when a faculty member, supervisor, or other member of the University community is required to evaluate the work or make personnel or academic decisions with respect to an individual with whom he or she is having a romantic relationship; that students or employees may perceive that a fellow student or co-worker who is involved in a romantic relationship will receive an unfair advantage; and that if the relationship ends in a way that is not amicable, either or both of the parties may wish to take action to injure the other party.

Faculty members, supervisors, and other members of the University community who have professional responsibility for other individuals, accordingly, should be aware that any romantic or sexual involvement with a student or employee for whom they have such a responsibility may raise questions as to the mutuality of the relationship and may lead to charges of sexual harassment. For the reasons stated above, such relationships are strongly discouraged.

For purposes of this section, an individual has “professional responsibility’ for another individual at the University if he or she performs functions including, but not limited to, teaching, counseling, grading, advising, evaluating, hiring, supervising, or making decisions or recommendations that confer benefits such as promotions, financial aid or awards or other remuneration, or that may impact upon other academic or employment opportunities.

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F. False and Malicious Accusations

Members of the University community who make false and malicious complaints of sexual harassment, as opposed to complaints which, even if erroneous, are made in good faith, will be subject to disciplinary actions.
 

G. Procedures

The University shall develop procedures to implement this policy. The President of each constituent college of the University, the Deputy Chancellor at the Central Office, and the Dean of the Law School shall have ultimate responsibility for overseeing compliance with this policy at his or her respective unit of the University. In addition, each dean, director, department chairperson, executive officer, administrator, or other person with supervisory responsibility shall be required to report any complaint of sexual harassment to an individual or individuals to be designated in the procedures. All members of the University community are required to cooperate in any investigation of a sexual harassment complaint.
 

H. Enforcement

There is a range of corrective actions and penalties available to the University for violations of this policy. Students, faculty, or staff who are found, following applicable disciplinary proceedings, to have violated this Policy are subject to various penalties, including termination of employment and permanent dismissal.

Any student or employee of the College may contact members of the Sexual Harassment Panel or the Affirmative Action Officer to discuss complaints of harassment or for information about procedures for informal and formal resolutions of the problem. Information about the Panel is available from members of the Panel and in the following places:
Affirmative Action Office, Shuster Hall, Room 352, (718) 960-8110
Department of Human Resources, Shuster Hall, Room 230, (718) 960-8181
Dean of Students Office, Shuster Hall, Room 206, (718) 960-8241
Public Safety Office, APEX, Room 109, (718) 960-8593.
CUNY Policy against Sexual Harassment
http://www.cuny.edu/topframe-promo6.html

 

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