Bay Path University is committed to fostering a learning and working environment where all members of the University community are treated with dignity, respect, and fairness. The University prohibits discrimination, harassment, and r retaliation in its educational programs, activities, employment practices, and admissions processes.

The University does not discriminate on the basis of any protected characteristic recognized under applicable federal, state, or local law. Protected characteristics include, but are not limited to, race, color, national origin, ancestry, religion, creed, age, disability, sex, pregnancy or related conditions, sexual orientation, gender identity, gender expression, genetic information, marital status, military or veteran status, or any other legally protected status.

This policy applies to all members of the University community, including students, faculty, staff, administrators, trustees, volunteers, vendors, contractors, visitors, and guests.

Prohibited Conduct

The University prohibits conduct that discriminates against or harasses an individual based on a protected characteristic. Prohibited conduct may include verbal, written, visual, electronic, or physical behavior that:

• Denies or limits an individual's ability to participate in or benefit from the University's educational programs, employment, or activities;
• Creates an intimidating, hostile, or offensive learning or working environment;
• Interferes unreasonably with an individual's academic or work performance; or
• Otherwise violates applicable federal, state, or local law or University policy.

Whether particular conduct violates this policy depends on the specific facts and circumstances, including the nature, severity, frequency, and impact of the conduct.

Sex Discrimination and Sex-Based Harassment

Bay Path University prohibits all forms of sex discrimination and sex-based harassment, including sexual harassment, sexual assault, dating violence, domestic violence, stalking, sexual exploitation, and retaliation.

Reports involving conduct that may fall within the scope of Title IX will be addressed in accordance with the University's Title IX Policy and Grievance Procedures. Reports that fall outside the scope of Title IX may still be addressed under this policy or other applicable University policies.

Consensual Relationships

The University recognizes that consensual personal relationships may create actual, potential, or perceived conflicts of interest when one individual has supervisory, evaluative, instructional, advising, coaching, or other authority over another.

Faculty and staff are prohibited from engaging in intimate or romantic relationships with students over whom they exercise, or reasonably may exercise, academic, employment, supervisory, or professional authority.

Similarly, supervisors may not engage in intimate or romantic relationships with employees whom they directly or indirectly supervise. Any relationship that creates or may create a conflict of interest must be disclosed promptly to Human Resources so that appropriate measures can be implemented.

Reporting Concerns

Individuals who believe they have experienced discrimination, harassment, retaliation, or other conduct prohibited by this policy are encouraged to report their concerns as soon as possible.

Reports may be made to:

• Human Resources (for employment-related concerns);
• The Title IX Coordinator (for concerns involving sex discrimination or sex-based harassment);
• A supervisor or department head;
• The Dean of Students or other appropriate Student Affairs administrator (for student concerns), or;
• Campus Public Safety, when appropriate.

The University will review reports promptly, equitably, and impartially and will take appropriate action consistent with applicable law and University policy.

Confidentiality

The University will make reasonable efforts to protect the privacy of all individuals involved in a report and will share information only with those who have a legitimate need to know in order to respond appropriately, investigate concerns, or comply with legal obligations.

Retaliation

Retaliation against any individual who reports discrimination or harassment, participates in an investigation, serves as a witness, or otherwise exercises rights under this policy is strictly prohibited.

Any individual found to have engaged in retaliation may be subject to disciplinary action, up to and including termination of employment or dismissal from the University.

False Reports

Knowingly making a false report or providing intentionally false information during an investigation is prohibited and may result in disciplinary action. A report made in good faith, even if not substantiated, will not be considered a false report.

External Agencies

Individuals also have the right to file complaints with appropriate federal or state agencies, including the Massachusetts Commission Against Discrimination (MCAD), the U.S. Equal Employment Opportunity Commission (EEOC), or the U.S. Department of Education Office for Civil Rights (OCR).

Nothing in this policy limits an individual's right to pursue remedies available under applicable law.