IUL is an institution devoted to learning, openness, and the life of the mind. It follows that its character can be measured in part by the kind of human relationships built and sustained within this small but complex environment. IUL strives to be a community built upon mutual trust and respect for its constituent members: students, faculty, staff and those visiting or under temporary contract.

A community will flourish only to the degree that the virtues of mutual respect, generosity, and concern for others are maintained. Therefore, it is vitally important that harassment and discrimination in all their forms not be tolerated. As noted in University Policy, members of the University community have the right to a safe and welcoming campus environment.

These policies and procedures apply to all College community members, and all members of the College community are responsible for being familiar with and abiding by them at all times. IUL will not tolerate discriminatory harassment and/or sexual misconduct (whether it comes in the form of intimate partner violence, non-consensual sexual activity and sexual assIULt, sexual exploitation, stalking or sexual harassment) against students, faculty, staff, trustees, volunteers, and employees of any university contractors/agents.

 In an ongoing effort to prevent sexual misconduct on the IUL campus, the University provides education and prevention programs for all members of the IUL community and pursues available administrative and/or criminal remedies for complaints of sexual misconduct as appropriate.

All acts of discriminatory harassment and/or sexual misconduct threaten personal safety and violate the standards of conduct—mutual respect, generosity, and concern for others—expected of all community members.

STATEMENT OF POLICY

IUL prohibits all forms of discriminatory harassment and sexual misconduct. IUL is committed to ensuring that each member of the university community has the opportunity to participate fully in the process of education and development. IUL strives to maintain a safe and welcoming environment free from acts of discriminatory harassment and sexual misconduct. However, when incidents occur, the University is committed to respond in a manner that provides safety, privacy and support to those affected.

INDIVIDUALS AND ENTITIES AFFECTED BY THIS POLICY

This policy shall apply to all individuals affiliated with IUL, including but not limited to students, faculty, staff, trustees, volunteers, and employees of contractors/agents. It is intended to protect the rights and privacy of the reporting party, responding party and other involved individuals, as well as to prevent retaliation or reprisal. Individuals who violate this policy may be subject to disciplinary or other corrective action. This policy applies to anyone on the property of International University of Leadership and anyone present at IUL-sponsored programs or events.

SEXUAL RELATIONSHIPS

IUL University is committed to maintaining learning and work environments as free as possible from conflicts of interest, exploitation, and favouritism. Where a party uses a position of authority to induce another person to enter into a relationship, the harm both to that person and to the institution is clear. Even where the relationship is consensual, there is significant potential for harm when there is an institutional power difference between the parties involved, as is the case, for example, between supervisor and employee, faculty and student, or academic advisor and advisee. All members of the university community must be aware that romantic relationships with students/subordinates are likely to lead to difficulties and have the potential to place faculty and staff at great personal and professional risk. Any member of the university community who participates in decisions concerning the person with whom they have or have had a romantic relationship creates the potential for conflicts of interest, exploitation, and favoritism in those situations. In the event of a charge of sexual harassment arising from such circumstances, the University will in general be unsympathetic to a defense based upon consent when the facts establish that a power differential existed within the relationship.

RIGHTS OF THOSE WHO REPORT POLICY VIOLATIONS

Those who report any type of discriminatory harassment or sexual misconduct, to a University employee will be referred to the Office of Equity & Inclusion / Title IX Office and informed of all their rights and options, including the necessary steps for each option. The University will provide assistance to those involved in a report of sexual misconduct or discriminatory harassment, including but not limited to reasonably available accommodations and modifications for academic, transportation, housing or working situations as well as honoring lawful protective or temporary restraining orders.

SEXUAL MISCONDUCT SUPPORT SERVICES

Whenever the Title IX Officer or another employee receives a report that students, faculty, staff, trustees, volunteers, and employees of contractors/agents has been subjected to sexual misconduct, the Title IX Officer or other employee shall immediately provide the student, faculty or staff member with contact information for and assistance in accessing and using campus, local advocacy, counseling, health, and mental health services. Those who report being subjected to sexual misconduct shall be provided information about their right to notify law enforcement and receive assistance from campus authorities in making the notification. PROCEDURES Procedures for the investigation and resolution of complaints are specific for students, faculty, and staff and are outlined in respective handbooks. Each process provides an equitable and timely process for both reporting and responding parties.

ACCOUNTABILITY, INVESTIGATION AND RESOLUTION

In determining whether alleged conduct constitutes discriminatory harassment or sexual misconduct, the University looks at the totality of circumstances including the nature of the conduct and the context in which the alleged incident(s) occurred. The determination that the conduct violates University policy will be made on a case-by-case basis using the “preponderance of the evidence” standard. Violations of this policy may lead to disciplinary action up to and including academic dismissal or termination of employment. The University will take immediate and appropriate corrective action based on the findings in each case as outlined in the respective handbooks:

• Student Handbook
• Staff Handbook/Human Resources Office
• Faculty Handbook

RETALIATION

Any individual subject to this policy who intentionally engages in retaliation may be subject to disciplinary or other corrective action as appropriate.

International University of Leadership and the IUL community are committed to the principles of liberty and equality. The University recognizes that the members of this community must be able to express themselves freely and at the same time expect tolerance and respect from one another; both are essential to our mission. Indeed, meaningful exchanges cannot occur in the absence of respect and tolerance. Intellectual vigor is best sustained when the free exchange of ideas is carried on within an environment supportive of human dignity and self-esteem. With freedom should come the wisdom and the responsibility to think before one speaks. For these reasons, the University condemns all forms of discriminatory interference with the exercise of the rights of an individual or of any group to which that individual belongs. Such abridgement of rights is particularly abhorrent when carried out by those who have power over the individual they are affecting—whether that power comes from an administrative, academic, or any other position on campus. On the other hand, the University does not believe the free expression of ideas can always take place without pain or discomfort either to those who speak, listen, read, or write. The intellectual process, by its very nature, can be distressing, but IUL does not necessarily regard actions that are distressing as violations of its codes of conduct. In accordance, then, with the ideals of academic freedom, every member of the IUL community should feel that he or she can enter into controversy without fear of being silenced or constrained. This community’s commitment to the free exchange of ideas and pursuit of knowledge requires a wide range of protections for speech and expression, even when noxious or offensive. Belonging to this community, however, carries with it the responsibility of extending respect and openness of mind to others.

It is the responsibility of every member of the University to respect the rights and privileges of all others in the University as enumerated below.

1. Freedom of assembly, speech, belief, and the right of petition, including the right of petition to the appropriate university authority, in the event of an academic evaluation or classroom situation considered by the petitioner to be prejudiced or untenable.
2. Protection from discrimination and abuse:
3. International University is fully committed to a policy of equal opportunity and non-discrimination. The University does not discriminate on the basis of race, color, religion, national or ethnic origin, age, disability, veteran status, sex, marital status, sexual orientation, gender identity, or gender expression.
4. Also prohibited is any form of discriminatory harassment performed by a member or members of the University against any other individual or groups. Discriminatory harassment may include any action or statement intended to insult, stigmatize, or degrade an individual or group on the basis of the categories of discrimination listed in 2a.
5. Sexual misconduct, including, but not limited to, sexual harassment, sexual assIULt, sexual exploitation, stalking and retaliation, is prohibited.
6. The right of privacy in university residence halls. The living quarters of members of the University are private, and without an invitation from the occupant may not be entered unless an emergency arises involving the health or safety of the occupant; or for the enforcement of health or safety regulations; or in the event of a suspected violation of a university regulation, upon receiving permission from the vice president for student affairs; or, if for any other reason, upon 24 hours’ notice to the occupant. Where two or more individuals occupy the same living quarters, permission to enter from one occupant does not permit the entering person to assume that he/she has entered the quarters of anyone except the person who extended the invitation. This provision does not restrict entrance by custodial personnel and personnel retained by the University to provide services at scheduled intervals.
7. The right to expect that communication between a student and a member of the university staff or faculty with whom the student has had a counseling relationship is confidential and without the consent of the student may be disclosed by the counselor only when the health or safety of an individual is jeopardized or when compelled by legal process. In an instance involving the health or safety of an individual, disclosure will be made only to individuals in a position to assist the counselor or to alleviate the danger. In no case shall the content of such communication constitute a basis for disciplinary action or be introduced as evidence before the university judiciary.
8. The right to enter into physician-patient or similar relationships with medical and other professional personnel of the University with the understanding and assurance that confidence will be maintained in accordance with the ethical standards of the professions.
9. The right to confidentiality of disciplinary records, which may be released to other than appropriate university personnel only upon permission of the student.
10. The right to abstain from performing acts and the right to be protected against actions that may be harmful to the health or emotional stability of the individual or that degrade the individual or infringe upon his/her personal dignity.

NOTE: This language is directed at all forms of personal harassment including the use or threat of physical violence and physical or nonphysical coercion.

8. The right to be protected by standards of justice and fairness in any proceedings with the University.

Note: Fair and reasonable treatment should govern the access to and administration of all university facilities and programs.

Article 1 – Purpose of the Law

This law aims to establish a comprehensive framework for promoting equal opportunities and preventing discrimination in the workplace. It seeks to ensure fair and equitable treatment of all individuals in employment, irrespective of their race, gender, religion, age, disability, sexual orientation, or other protected characteristics.

Article 2 – Prohibition of Discrimination

Discrimination based on race, gender, religion, age, disability, sexual orientation, or any other protected characteristic is strictly prohibited in all aspects of employment, including but not limited to recruitment, hiring, training, promotion, compensation, and termination.

Article 3 – Employer Obligations

Employers are obligated to adopt and implement non-discriminatory employment policies. This includes establishing procedures for investigating and addressing complaints of discrimination promptly. Employers must also provide reasonable accommodations for employees with disabilities, where applicable.

Article 4 – Affirmative Action

 To address historical disparities and promote diversity, employers are encouraged to implement affirmative action measures. Such measures should be designed to eliminate discrimination and ensure equal opportunities for underrepresented groups.

Article 5 – Harassment Prevention

Employers must take proactive measures to prevent and address workplace harassment based on protected characteristics. Harassment prevention programs and training should be implemented to create a safe and inclusive work environment.

Article 6 – Equal Pay for Equal Work

Equal pay for equal work, irrespective of gender or any other protected characteristic, shall be ensured. Employers must provide transparency in remuneration policies and practices.

Article 7 – Recruitment and Promotion Procedures Recruitment and promotion procedures should be based on merit and qualifications. Employers are prohibited from discriminating against individuals based on protected characteristics during these processes.

Article 8 – Collective Bargaining and Union Activities Employees have the right to engage in collective bargaining and union activities without fear of discrimination or retaliation. Employers must respect the rights of employees to join or form trade unions and participate in union activities.

Article 9 – Complaint Procedures

A fair and accessible complaint procedure shall be established to allow employees to report incidents of discrimination. Employers must conduct thorough investigations into complaints and take appropriate corrective action.

Article 10 – Penalties for Violations

Employers found in violation of the non-discrimination provisions of this law may be subject to fines, penalties, and other appropriate sanctions. Repeat offenses may result in more severe consequences.

Article 11 – Public Awareness and Education

The government shall undertake public awareness campaigns to inform employers and employees about their rights and responsibilities under this law.

Article 12 – Review and Amendment

This law shall be subject to periodic review to assess its effectiveness. Amendments may be made as necessary to address emerging issues and ensure continued relevance.