Peenn State-H
Hershey Medical
M
Ceenter/Penn
n State Coollege of M
Medicine’ss
C.O.R.E. (Culturee of Respecct in Educcation)
Policiees on Respecctful Treatment of Learnners, Traineees, and Studeents
PIRATIONS
S
ASP
The Penn State Colllege of Med
dicine is com
mmitted to aassuring a saafe, encouraaging, and
supportiive learning
g environmeent that refleects our com
mmitments to professioonalism, resspect,
apprecia
ation of diveersity, and virtues
v
such
h as honestyy, integrity, ccompassion
n, and kindn
ness.
All Penn
n State Hersshey Medica
al Center fa
aculty and sttaff will con
nduct themsselves in a
professio
onal manner and will contribute
c
to
o creation oof an environ
nment supp
portive of
learning
g.
We will strive to treeat our stud
dents and tra
ainees the w
way we wantt them to trreat everyon
ne with ded
dication, resspect, and co
ompassion.
We expeect that thesse policies will
w continuee to be “livin
ng documen
nts,” and thaat we will
continuee to improvee and addreess issues peertaining to respect in oour learningg environmeent as
they arisse.
POLICY
Y STATEM
MENT
Mistreattment, discrrimination, harassmentt, and sexuaal harassment are proh
hibited at the
Penn Sta
ate College of
o Medicinee.
Penn Sta
ate Adminisstrative Poliicies 41 and 47 are direectly relevan
nt (see appeendix).
FINITIONS
S
DEF
Mistreattment is inteentional or unintentional
u
l, disrespectfful treatmentt of a suborddinate studennt,
trainee, or
o colleague that interferres, disrupts, or destroys the learningg environmennt, and woulld do
so for mo
ost reasonable learners in
n that circum
mstance.
Discrimiination is co
onduct of any
y nature thatt denies equaal privilegess or treatmennt to a particuular
individuaal because off the individ
dual's age, an
ncestry, colorr, disability or handicap, national orrigin,
race, religious creed, sex, sexual orientation, gender idenntity or veterran status.
Harassm
ment is a form
m of discrim
mination conssisting of phhysical or verbal conductt that (1) is
directed at
a an individ
dual becausee of the indiv
vidual's age, ancestry, coolor, disabilitty or handicaap,
genetic in
nformation, national orig
gin, race, relligious creedd, sex, sexuaal orientationn, gender ideentity
or veteran status; and
d
(2) is suffficiently sev
vere or pervaasive so as to
o substantiallly interfere w
with the individual's
employm
ment, educatiion or accesss to Universiity programss, activities aand opportunnities.
To constiitute harassm
ment, the con
nduct must be
b such that it detrimentaally affects tthe individuaal in
question and would also
a detrimen
ntally affect a reasonabl e person undder the samee circumstannces.
Harassment may incllude, but is not
n limited to
o, verbal or pphysical attaacks, threats, slurs or
derogatorry comments that meet the
t definition
n set forth abbove. Whethher the allegeed conduct
constitutees prohibited
d harassmen
nt depends on
n the totalityy of the partiicular circum
mstances,
including
g the nature, frequency and
a duration of the conduuct in questiion, the locattion and conntext
in which it occurs an
nd the status of the indiviiduals involvved.
Sexual Harassment
H
Sexual haraassment is a form of sex discriminatiion recognizzed under Tittle
VII of the Civil Righ
hts Act of 1964, which prrohibits sex discriminatiion in the terrms and
condition
ns of employ
yment and Title IX of thee Education Amendmennts, which prrohibits sex
discrimin
nation in edu
ucational pro
ograms and activities.
a
Iff there is anyy report sugggesting violaation
of Title IX,
I immediatte action is required
r
to be
b taken due to the severrity of the isssue at hand.
Sexual haarassment in
nvolves unwelcome sexu
ual advancess, requests foor sexual favvors or verbaal or
physical conduct of a sexual natu
ure. It is ofteen imposed uupon a persoon in an unequal power
relationsh
hip through the abuse off authority. Central
C
to thhis concept is the use of implied rew
ward or
threat of deprivation that interferres with the academic
a
or work effecttiveness of thhe victim.
ome sexual advances,
a
req
quests for sex
xual favors, or other verrbal or physiical behaviorr of a
Unwelco
sexual naature constitu
utes harassm
ment when:
 Submission to
o, or rejectio
on of, such conduct
c
by ann individuall is made expplicitly or
im
mplicitly a teerm or condiition of an in
ndividual’s eemploymentt or participaation in academic
acctivities;
 Submission to
o, or rejectio
on of, such conduct
c
by ann individuall is used as a basis for
mployment or
o academicc decisions afffecting suchh individual; or
em
 Such conductt has the purp
pose or effecct of unreasoonably interffering with aan individuaal’s
work
w
or acadeemic perform
mance, or off creating an intimidatingg, hostile or offensive
working
w
or sttudy environ
nment.
In additio
on to Penn State
S
policiess, Federal law
w recognize s two differeent sets of leegal groundss for
claiming sexual hara
assment und
der Title VIII:
 In
n the quid pro quo (thiss for that) forrm of harasssment, a persson in authorrity, usually a
su
upervisor or instructor, demands
d
a seexual favor oof a subordinnate or a stuudent as a
co
ondition of getting
g
or keeeping a job or getting a good grade in a course.
In
n quid pro qu
uo cases, thee offense is directly
d
linkeed to the inddividual’s terrms of
em
mployment or
o academicc success, or forms the baasis for empployment or aacademic
decisions affeecting the ind
dividual.
 A hostile worrk environm
ment occurs when a co-w
worker, supeervisor, instrructor, contraactor,
visitor, custom
mer or vendo
or, engages in
i unwelcom
me and inapppropriate sexxually based
behavior that is severe or pervasive en
nough to rennder the worrkplace or accademic
attmosphere in
ntimidating, hostile or offfensive. Ussually a patteern of this soort of behaviior is
reequired to su
ubstantiate th
he claim, butt one incidennt can be enoough, if it is severe or
eg
gregious.
Examplees of mistrea
atment:
When asssessing behaavior that miight represen
nt mistreatm
ment, studentss and traineees are expectted to
consider the conditio
ons, circumsttances, and environment
e
t surroundingg such behavvior. These
(
superviisor to traineee) or lateral, as in traineee to trainee.
exampless could be hiierarchical, (i.e.,
Examples of discriminatory, unfaair, arbitrary
y or capriciouus treatmentt include butt are not limiited to:


















Verbally
V
abussing, belittlin
ng, or humilliating a studdent or traineee.
In
ndicating thaat a student will
w be capab
ble of a speccific skill beccause he or sshe is a giveen
etthnicity or gender
g
(e.g., baking as a female)
Not
N providing
g students with
w clear work expectatioons yet holdding them ressponsible for the
ex
xpectations.
Using
U
grades as punishmeent rather th
han as an obj ective evaluuation of perfformance
Taking
T
indiviidual credit for
f a trainee’’s work
Assigning
A
autthorship based on hierarrchy rather thhan intellecttual contribuution
In
ntentionally singling outt a student fo
or arbitrary tr
treatment thaat could be pperceived as
pu
unitive
Unwarranted
U
exclusion frrom reasonab
ble learning opportunitiees or other nneglect of traainees
Disparaging
D
a student’s choice
c
of resiidency, proffession, or otther career aaspirations
Assignment
A
of
o duties as punishment
p
rather
r
than eeducation
Pressuring stu
udents or traainees to exceed establishhed restrictioons on workk hours
Asking
A
a stud
dent or traineee to lie or withhold
w
the truth to a paatient, colleaague, or supeerior.
Exploitation
E
of
o students in any manneer (e.g. perfoorming persoonal errandss)
Directing
D
stud
dents to perfform an unreeasonable nuumber of rouutine hospitaal proceduress (e.g.,
“sscut” on patiients not assigned to them
m) or generaal laboratoryy responsibillities (e.g., aan
ex
xcessive shaare of shared
d laboratory tasks)
t
wheree performingg those activities interferres
with
w a studen
nt’s attendancce at educatiional activitiies, (e.g., rouunds, classess).
Pressuring a student
s
or traainee to perfform medicaal proceduress or laboratoory experimeents
fo
or which the student is in
nsufficiently
y trained (i.e . putting a sttudent in a roole that
co
ompromises the care of patients
p
or endangers
e
the student).
Threatening
T
a lower or faailing grade/eevaluation too a student ffor inapproprriate reasonss
Committing
C
an
a act of phy
ysical abuse or violence of any kind (e.g., throwiing objects,
ag
ggressive vio
olation of peersonal spacee)
Belittling
B
the occupation of a health care
c worker, scientist or trainee, as inn, “oh, you’rre just
a nurse’s aidee”, or, “oh, you’re
y
just a research asssistant”
Examples of supervissor or superiior behavior that might bbe unpleasannt for a traineee but not
considereed mistreatm
ment include:

Pointing out that
t a studen
nt’s summary
y of a patiennt is incompllete in front oof a group of her
orr his peers
Pointing out that
t a studen
nt’s research seminar is ddifficult to foollow in fronnt of a groupp of
her or his peeers
Asking
A
a stud
dent to stand
d for 45 minu
utes observinng a surgicall or laboratory proceduree
without
w
assistting (in the context
c
of haaving other llearning oppportunities)


Examplees of sexual harassmentt:
Sexual haarassment caan be exhibitted using thrree types of behaviors – verbal, non
n-verbal
behaviorrs and gestu
ures, and physical conta
act.
Examples of verbal behavior
b
that might con
nstitute sexuual harassmennt are:
 Continuous
C
id
dle chatter of a sexual naature and graaphic sexuall descriptionns;
 Sexual slurs, sexual innueendoes, and other comm
ments about a person’s clothing and tthe
way
w it fits, the person’s body and/or about
a
sexuall activities;
 Offensive
O
and
d persistent risqué
r
jokes or jesting annd kidding aabout sex or gender-speccific
trraits;
 Suggestive orr insulting so
ounds such as
a whistling,, wolf calls, oor kissing soounds;
 Comments
C
off a sexual naature about weight,
w
bodyy shape, size or figure;
 Comments
C
ab
bout the senssuality of a person,
p
or hi s/her spousee or significaant other;
 Distribution
D
of
o written orr graphic matterials that aare derogatorry and are off a sexual naature;
 Repeated
R
unssolicited prop
positions forr dates and/oor sexual relaations; or
 Asking
A
aboutt sexual fantaasies, prefereences or histtory.
Examples of gesturees or non-veerbal behaviiors that migght be considdered sexuall harassmentt are:








Sexual looks such as leering and oglin
ng with sugggestive overrtones;
Licking
L
lips or
o teeth, win
nking, or thro
owing kissess;
Holding
H
or eaating food prrovocatively
y;
Lewd
L
gesturees, such as haand or sign language
l
to ddenote sexuaal activity;
Persistent and
d unwelcomee flirting;
Staring at an individual or
o looking a person
p
up annd down (eleevator eyes);;
Giving
G
person
nal gifts; or
Displaying
D
seexually sugg
gestive picturres, calendarrs, posters, statues, etc.
Unwanteed physical contact
c
can range from offensive behhavior to crim
minal acts. W
While some
might dissmiss some of
o these behaaviors as an annoyance, others will cconsider theem to be sexuual
harassmeent. It should be stressed
d that all of these
t
behaviiors are inappropriate in the workplaace.
Examples of unwanteed physical contact thatt would be cconsidered seexual harassment are:
 Attempted
A
rap
pe or rape
 Touching
T
that is inapprop
priate in the workplace
w
oor classroom
m such as pattting, pinchinng,
sttroking or brrushing up against the bo
ody;
 Cornering
C
or mauling;
 Attempted
A
orr actual kissin
ng or fondlin
ng;
 Physical assault;
 Coerced
C
sexu
ual relations;
 Touching
T
or rubbing
r
onesself sexually
y around anoother person;;
Examples of unwanteed physical contact thatt might be coonsidered seexual harassm
ment are:




In
nvading anotther’s “perso
onal space”
Giving
G
a massage around
d the neck or shoulders;
Pranks such as
a exposing underwear
u
or
o parts of thhe body; or
In
ntentionally blocking som
meone’s patth
It is also important to
o note that while
w
some behaviors maay be offensiive, unprofesssional, agaiinst
Penn State College of
o Medicine policy
p
or inaappropriate iin the workpplace, they m
may not
necessariily be consid
dered sexual harassment.. For exampple, general uuse of profannity and vulggar
languagee may not be sexual haraassment unless it is sexuaally orientedd or overusedd to the poinnt that
a hostile work enviro
onment is creeated.
In additio
on, sexual haarassment is generally no
ot the rare o r singular occcurrence off minor behaaviors,
such as a comment/in
nnuendo, a joke or a storry, asking foor a date, or a complimennt about
appearan
nce or attire. However, frequent
f
occu
urrences of tthese types oof minor behhaviors may rise
to the lev
vel of harassm
ment if they
y happen ofteen and if it iss reasonablee to assume tthat the behaavior
might be unwelcomee, or if a sing
gle incident is
i particularlly egregious.
Power and
a Harassm
ment
There is no
n typical haarasser. A harasser
h
can be male, fem
male, young,, old, and froom any ethnic
backgrou
und. One thiing that haraassers generaally have in ccommon is tthat they havve some sortt of
power ov
ver an individual or indiv
viduals, and they use thaat power in a negative w
way to help thhem
feel “in control.”
c
Haarassers geneerally look fo
or “victims”” who are weeaker and lesss likely to hhave
the ability or the incllination to fig
ght back. Th
his is generaally because the victims fear retaliatiion in
the form of loss of em
mployment, economic lo
oss, loss of bbenefits, losss of status, looss of promootional
or advanccement oppo
ortunities or,, in some casses, fear of pphysical or eemotional haarm.
y seen in sup
pervisor/sub ordinate relaationships, bbut it can also
This typee of behaviorr is generally
happen within
w
work groups
g
or stu
udent groupss as well, if a member iss led to belieeve by the haarasser
that he/sh
he could hav
ve a direct im
mpact on his//her job or sttatus within the group.
Consensu
ual Relation
nships
Romanticc and/or sexu
ual relationsships betweeen faculty annd students, sstaff and students, or
superviso
ors and subo
ordinate emp
ployees are sttrongly discoouraged. Such relationshhips have thee
potential for adverse consequencces, including
g the filing oof charges off sexual haraassment. Givven
the fundaamentally asymmetric naature of the relationship
r
where one pparty has thee power to giive
grades, th
hesis advice, evaluationss, recommen
ndations, proomotions, sallary increasees or perform
mance
evaluatio
ons, the appaarent consenssual nature of
o the relatioonship is inhherently susppect.
Even when both parties have con
nsented to th
he relationshiip, there mayy be percepttions of confflict of
interest as
a well as un
nfair treatmen
nt of others. Such percepptions underrmine the atm
mosphere off trust
essential to the educaational proceess or the em
mployment reelationship. (See AD-41, "Sexual
Harassment," for an explanation
e
of reporting
g requiremennts when succh consensuaal relationshiips are
established.)
In the event of a com
mplaint of sex
xual harassm
ment, when thhe facts estaablish that a faculty-studdent,
dent, or supeervisor-suborrdinate poweer differentiaal existed wiithin the relaationship, a
staff-stud
defense based
b
upon consent
c
or prrevious conssent will gennerally be vieewed unsym
mpatheticallyy by
the institu
ution. If theere is disagreeement as to whether thee behavior w
was affirmativvely consenssual
between the involved
d individualss, the burden
n will be on tthe individuaal against whhom the chaarge or
complain
nt is made to
o prove mutu
ual consent.
QUEST
TIONS AND
D ANSWER
RS ABOUT SEXUAL H
HARASSME
ENT
Can I co
ompliment one
o of my co
o-workers?
Yes, as lo
ong as your complimentts are free fro
om sexual unndertones. C
Complimentts such as “N
Nice
legs” or “You
“
look reeally sexy in
n that outfit” can make yyour co-workker feel uncoomfortable oor
threateneed. Even if the
t person yo
ou’re complimenting isnn’t bothered by the comm
ments, otherss
might be.
If someo
one says “no
o” to me in response
r
to a question for a date, ccan I still pu
ursue them??
No mean
ns no. If thee person sayss “no” in ressponse to an invitation foor a date, or is uncomforrtable
or evasiv
ve, do not usee pressure; accept
a
the an
nswer and m
move on.
What’s wrong
w
with having a sccreen saver on my comp
puter with ssexy picturees on it in m
my
own officce or work area?
Sexually oriented objjects and vissuals, such as
a pinups, cennterfolds froom sex magaazines, calenndars
or screen
n savers portrray people as
a sexual objects in demeeaning circum
umstances. T
They create aan
offensivee, intimidatin
ng and hostille work or sttudy environnment and crreate the pottential for a ssexual
harassmeent complain
nt, if a co-wo
orker or visittor to your w
work area finnds them offe
fensive.
Aren’t people
p
being
g too sensitiv
ve about thiis?
You may
y think so, bu
ut each of uss has a differrent perspecttive and diffferent reactioons to these ttypes
of behaviiors. Even if the commeent, gesture or
o behavior w
was not inteended to be ooffensive, it m
may
be perceiived that way
y. If you aree not sure ho
ow your hum
mor or teasinng is affectinng someone – stop
immediattely.
Can I bee accused off harassing someone
s
if we
w are both
h the same ggender?
Yes. Sex
xual harassm
ment can occu
ur between the
t same gennder and is nnot limited too opposite seexes.
Appen
ndix 1
Policy AD 41 SEXU
UAL HARAS
SSMENT:
Contents:







Purpo
ose
Policy
y
Definitions
Conseensual Relatiionships
Resolu
ution of Com
mplaints
Discip
plinary Sancctions
Cross References
PURPOS
SE:
To establlish the Univ
versity’s policy prohibitiing sexual haarassment.
POLICY
Y:
Sexual haarassment off faculty, staaff or studentts is prohibitted at The Pennsylvaniaa State Univeersity.
It is the policy
p
of the University to
t maintain an academicc and work eenvironment free of sexuual
harassmeent. Sexual harassment
h
violates
v
the dignity
d
of inddividuals annd impedes thhe realization of
the Univeersity’s educcational misssion. The Un
niversity is ccommitted too preventingg and eliminaating
sexual haarassment off faculty, stafff and studen
nts through eeducation annd by encourraging facultty,
staff and students to report
r
any concerns or complaints
c
abbout sexual harassment. Prompt
ve measures will
w be taken
n to stop sex
xual harassm
ment wheneveer and whereever it occurrs.
correctiv
DEFINITIONS:
oses of this policy,
p
sexual harassmen
nt is definedd as unwelcoome sexual aadvances, reqquests
For purpo
for sexuaal favors, and
d other verbaal or physicaal conduct off a sexual naature when:
1. su
ubmission to
o such condu
uct is a condition for empployment, prromotion, grrades or acaddemic
sttatus;
2. su
ubmission to
o or rejection
n of such con
nduct is usedd as the basiis for employyment or
accademic or other
o
decisio
ons affecting
g an individuual;
3. su
uch conduct is sufficienttly severe orr pervasive soo as to substtantially inteerfere with thhe
in
ndividual’s employment
e
, education or
o access to U
University pprograms, acctivities and
op
pportunities. To constitu
ute prohibiteed harassmennt, the conduuct must be ssuch that it
detrimentally
y affects the individual
i
in
n question annd would alsso detrimentally affect a
reeasonable peerson under the
t same circcumstances..
CONSEN
NSUAL RE
ELATIONSH
HIPS:
Romanticc and/or sexu
ual relationsships betweeen faculty annd students, sstaff and students or
superviso
ors and subo
ordinate emp
ployees are sttrongly discoouraged. Such relationshhips have thee
potential for adverse consequencces, including
g the filing oof charges off sexual haraassment. Givven
the fundaamentally asymmetric naature of the relationship
r
where one pparty has thee power to giive
grades, th
hesis advice, evaluationss, recommen
ndations, proomotions, sallary increasees or perform
mance
evaluatio
ons, the appaarent consenssual nature of
o the relatioonship is inhherently susppect.
Even when both parties have con
nsented to th
he relationshiip, there mayy be percepttions of confflicts
of interesst or unfair trreatment of others. Such
h perceptionss underminee the atmosphhere of trustt
essential to the educaational proceess or the em
mployment reelationship. U
Under such circumstancces,
the perso
on in the position of supeervision or academic respponsibility m
must report tthe relationship to
his or herr immediate supervisor. Once the co
onsensual rellationship is reported, thhe immediatee
superviso
or is responssible for elim
minating or mitigating
m
thhe conflict off interest to tthe fullest feeasible
extent an
nd ensuring that
t fair and objective prrocesses are in place for decisions reelative to graading,
thesis adv
vice, evaluattions, recom
mmendations, promotionss, salary incrreases or perrformance
evaluatio
ons. The new
w supervisory
y or academic arrangemeent should bbe documentted.
RESOLU
UTION OF SEXUAL HARASSM
H
ENT COM
MPLAINTS:
The Affirrmative Actiion Office has primary responsibility
r
y for resolviing sexual haarassment
complain
nts. In additio
on, vice pressidents, dean
ns, campus eexecutive offficers, and pprovosts/deanns
will desig
gnate one orr more indiviiduals in their areas as reesource perssons to assistt in resolvingg
complain
nts of sexual harassment from faculty
y, staff and sstudents. Alsso, the Camppus Life
Assistancce Center wiill designate a staff mem
mber to receivve complainnts from studdents. The
Affirmative Action Office
O
will en
nsure resourrce persons rreceive the nnecessary traaining and suupport
to handlee their respon
nsibilities.
Any mem
mber of the University
U
co
ommunity who
w experiennces sexual hharassment sshould
immediattely report th
he incident to
t the Affirm
mative Actionn Office, or alternativelyy, to a Sexuaal
Harassment Resourcee Person (SH
HRP), the Offfice of Hum
man Resourcces, the Divission of Student
t Office off Educationaal Equity, or an administtrator or facuulty memberr in his or her
Affairs, the
departmeent or unit. In
n all cases where
w
the inccident is not initially repoorted to the Affirmative
Action Office,
O
the peerson receiviing the comp
plaint will coontact the Afffirmative A
Action Officee to
discuss reesolution an
nd ensure con
nsistent responses to issuues across unnits.
The Univ
versity will make
m
every reasonable
r
effort
e
to prom
mptly investiigate and ressolve complaints
of sexuall harassmentt, with due reegard for faiirness and thhe rights of bboth the com
mplainant andd
alleged offender,
o
and
d to conduct all proceedings in the m
most confidenntial mannerr possible. Iff
unsuccesssful at resolv
ving the issu
ue informally
y, the Affirm
mative Actioon Office maay investigate to
gather information neecessary to reach
r
a form
mal determinaation on the merits of thee allegationss.
Investigaations will in
nclude notify
ying the alleg
ged offenderr of the compplaint and prroviding an
opportun
nity to respon
nd to the alleegations.
If there iss evidence of
o sexual harassment, thee University will make eevery reasonaable effort too
ensure th
he harassmen
nt immediateely stops and
d does not reecur. The com
mplainant w
will be inform
med of
the corrective measurres taken.
DISCIPL
LINARY SA
ANCTIONS
S:
Disciplin
nary sanction
ns for violatiion of this po
olicy, whichh may range ffrom a discipplinary warnning
to termin
nation or exp
pulsion from the Universsity, will be iimposed in aaccordance w
with applicabble
Universitty policies.
Retaliatio
on constitutees a separatee violation an
nd may resullt in a sanctiion independdent of the
outcome of a complaaint.
CROSS REFEREN
NCES:
Other Po
olicies in thiss Manual sho
ould also be referenced, especially thhe followingg:
AD29 - Statement
S
on
n Intolerancee,
HR01 - Fair
F Employm
ment Practicces,
HR11 - Affirmative
A
Action
A
in Em
mployment at
a The Penn State Univerrsity,
HR76 - Faculty
F
Righ
hts and Respo
onsibilities, and
HR79 - Staff
S
Grievan
nce Procedurre
Appen
ndix 2
The Penn
n State Colleege of Mediccine adheres to Administtrative Policcy 47 (AD477)
STATEM
MENTS:
I. Professsors, guided by a deep co
onviction off the worth aand dignity oof the advanccement of
knowledg
ge, recognizze the speciall responsibillities placed upon them. Their primaary responsibbility
to their reespective subjects is to seek
s
and to state
s
the truthh as they seee it. To this eend, they devvote
their enerrgies to deveeloping and improving th
heir scholarlly competennce. They acccept the
obligation to exercisee critical selff-discipline and judgmennt in using, eextending, aand transmittting
knowledg
ge. They praactice intelleectual honestty. Althoughh they may foollow subsiddiary interestts,
these inteerests must never
n
serioussly hamper or
o compromiise their freeedom of inquuiry.
II.As teacchers, professsors encourrage the free pursuit of leearning in thheir students. They hold
before th
heir students the best sch
holarly standaards of theirr respective ddisciplines. T
They demonnstrate
respect fo
or the studen
nt as an indiv
vidual, and adhere
a
to theeir proper role as intellecctual guides and
counselors. They make every reaasonable effo
ort to foster hhonest acadeemic conducct and to assuure
that theirr evaluationss of students reflect the students'
s
truee merit. Theyy respect thee confidentiaal
nature off the relation
nship betweeen professor and student.. They avoidd any exploittation of studdents
for privatte advantagee and acknow
wledge signiificant assisttance from thhem. They pprotect their
students' academic frreedom.
III.As ressearchers/sch
holars, profeessors recogn
nize that theeir goal is to discover, deevelop, and
communicate new un
nderstanding
g. This goal is
i rarely achhieved withouut making use of knowleedge
gained frrom others. Researchers
R
must alwayss exercise grracious and aappropriate rrecognition of
published
d work in thee literature, conversation
ns with colleeagues, and tthe efforts of students w
who
work und
der the reseaarchers' guidaance. They must
m be scruupulous in prresentation oof their own data;
it must be verifiable as a result off the highestt standards inn data gatheering techniqques. They m
must
be extrem
mely careful in the use of data reportted by otherss, especially if used in thhe formationn of
broad com
mparative orr contradicto
ory hypothesses, since theey may not kknow of anyy compromising
circumstaances in such
h data gatheering. They must
m be com
mprehensive iin considerattion of workk with
human su
ubjects; they
y must have thoroughly
t
researched
r
aall procedurees, must havee informed
individuaals involved of all aspectts of their co
ooperation, aand must repport all respoonses accurattely,
both posiitive and neg
gative resultss. As open-m
minded reseaarchers, wheen evaluatingg the work of
others, th
hey must recognize the responsibility
y to allow puublication off theories or experimentss that
may conttradict their own finding
gs, as only by
y free inquirry and dissem
mination of aall facts willl the
fruits of the
t labor of the whole co
ommunity bee allowed too mature.
IV.As co
olleagues, pro
ofessors hav
ve obligation
ns that derivee from comm
mon memberrship in the
community of scholaars. They resspect and deffend the freee inquiry of ttheir associaates. In the
exchangee of criticism
m and ideas they
t
show du
ue respect foor the opinioons of others. They
acknowleedge their accademic debts and strivee to be objecttive in their professionall judgment oof
colleaguees. They acccept their shaare of faculty
y responsibillities for the governancee of their
institution.
V. As meembers of th
heir institutio
on, professorrs seek abovee all to be efffective teachhers and schholars.
Although
h they observ
ve the stated
d regulations of the instittution, provided the reguulations do nnot
contraven
ne academicc freedom, th
hey maintain
n their rights to criticize and seek revvision. They
determin
ne the amoun
nt and characcter of the work they do outside theirr institution with due reggard
to their paramount
p
reesponsibilitiees within it. When
W
considdering the innterruption oor terminatioon of
their serv
vice, they reccognize the effect
e
of thiss decision uppon the proggrams of the institution aand
give due notice of theeir intention
ns.
VI. As members
m
of th
he communiity, professorrs have the rrights and obbligations off all citizens.. They
measure the urgency of these oblligations in the
t light of thheir responssibilities to thheir respectiive
subjects, to their stud
dents, to theiir profession
n, and to thei r institution.. When theyy speak or act as
ng the impreession that thhey speak orr act for theirr respective
private persons they avoid creatin
colleges or the Univeersity. As cittizens engaged in a profeession that ddepends uponn freedom foor its
nd integrity, professors
p
have
h
an articu
ular obligatiion to promoote conditionns of free inqquiry
health an
and to fu
urther public understandiing of academ
mic freedom
m.
All tangible assets (in
ncluding equ
uipment, sofftware, audioo-visual mateerial, theatriical costumes,
etc.) own
ned, leased or
o operated by
b the University are to bbe used in thhe conduct of Universityy
programss and activitiies at Univerrsity owned or leased loccations.
Universitty departmen
nts may offeer services on
nly to other University ddepartments and only forr
Universitty-related wo
ork. Permitteed work inclludes, instruuctional workk for credit aand non-creddit
courses, conferences, workshopss, institutes, training
t
proggrams, etc.; support for ffaculty reseaarch,
publications, presentations, and outreach
o
actiivities; serviices for recoggnized studeent organizattions;
and serviices for other organized student extraamural activvities.
Universitty tangible assets
a
and serrvices may not
n be used ffor personal gain, by em
mployees for
purposes outside the scope of theeir employm
ment (see alsoo Policy HR335), or by sttudents beyoond
their instructional req
quirements.
n State Colleege of Mediccine is comm
mitted to provviding a worrking and learning
The Penn
environm
ment for all employees,
e
faculty
f
and students that is free from
m discriminattion and
harassmeent on the baasis of race; color;
c
sex (eexcept wheree sex is a bonna fide occuupational
qualificattion); sexuall orientation; gender iden
ntity; religioon; creed; naational or ethhnic origin;
citizensh
hip status; ag
ge; disability (or associattion with an individual w
with a disabillity); and staatus as
a special disabled, Vietnam era or
o other eligiible veteran. This prohibbition appliess equally to all
faculty, staff
s
and stud
dents, to all other person
ns on the preemises subjecct to Collegee control andd to
those eng
gaged to furtther the interrests of the College.
C
bers of the College
C
com
mmunity, facu
ulty, staff annd students, aare required to report
All memb
promptly
y any and all conduct wh
hich might bee in violationn of this policy. The Coollege strivess to
maintain an environm
ment that sup
pports and reewards indivviduals on thhe basis of suuch relevant
factors ass ability, merit and perfo
ormance.
Reportiing Concern
ns of Possib
ble Mistreatm
ment
Learners who themseelves experieence or obseerve other stuudents/resideents experienncing possibble
mistreatm
ment are encouraged to discuss
d
it witth someone in a positionn to understaand the conteext
and addreess necessarry action. Su
uggested opttions for learrners includee:
DISCUS
SS it with one or all of th
he following:
 Society Advisor
A
p/Course/ dirrector
 Clerkship
 Graduate Program dirrector
udent Affairrs/Associate Dean for Grraduate Meddical
 Assistant Dean for Stu
n/Associate Dean
D
for Graaduate Studiies/Director of Nursing/D
Director of tthe
Education
PA Prograam
 Ombudsp
persons
 Thesis Ad
dvisor
 Thesis Co
ommittee Meember
ng one of two
o options bellow and hoppefully preveent such behhavior in the
REPORT it (utilizin
future):
1. File a form
mal report with
w the Asso
ociate Dean ffor Student A
Affairs/Assoociate Dean for
Graduate Medical Edu
ucation/Asso
ociate Dean for Graduatte Studies/Diirector of
Nursing/D
Director of th
he PA Progrram.
nonymous reeport via the online Mistrreatment Reeporting form
m. If you preefer an
2. File an an
anonymou
us method of reporting, be assured th
that the compplaint will reeceive the saame
attention as
a one with identifiers co
ompleted. H
However, pleease note thaat follow-up with
regard to the incident, any follow-up questionns or concernns, contact reegarding ressponse
a to occurr given that w
we have no identifying
and correcctive action will not be able
informatio
on. Further,, regarding anonymity,
a
itt is importannt to note thaat should this
complaintt be viewed as in violatio
on of Title IX
X or involvee criminal acctivity, immeediate
action is required
r
to be
b taken and we cannot aassure preserrvation of yoour anonymiity
due to thee severity of the issue at hand.
hoose to purssue claims of
o unlawful ddiscriminatioon or harassm
ment in
Learners may also ch
nce with the University’ss Nondiscrim
mination Pollicy Statemennt:
complian
“The Pen
nnsylvania State
S
Universsity is comm
mitted to the ppolicy that aall persons shhall have equual
access to
o programs, facilities,
f
adm
mission and employmennt without reegard to personal
characterristics not related to abiliity, performaance, or quaalifications as determinedd by Universsity
policy orr by state or federal
f
autho
orities. It is the
t policy off the Univerrsity to mainttain an academic
and work
k environmen
nt free of disscrimination
n, including hharassment. The Pennsyylvania Statee
Universitty prohibits discrimination, harassment against aany person bbecause of agge, ancestry,,
color, dissability or haandicap, gen
netic informaation, nation al origin, racce, religious creed, sex,
sexual orrientation, geender identitty or veteran
n status and rretaliation duue to the repporting of
discrimin
nation or harrassment. Discrimination
n, harassmennt, or retaliattion against faculty, staff
ff or
students will not be tolerated
t
at The
T Pennsylv
vania State U
University.”
Ressponding to Concerns oof Mistreatm
ment
Every efffort will be made
m
to resp
pond to conccerns of misttreatment in a professionnal manner too
minimizee the risk of retaliation.
The Co-C
Chairs of thee Culture of Respect
R
Com
mmittee willl be providedd with writteen notice of
reported concerns off mistreatmen
nt of learners (corresponnding with thhe date indiccated on the
report), and
a conduct an initial inq
quiry into the circumstannces. They w
will engage the appropriiate
process channels
c
for implementin
ng notice to the offendinng party, andd for investiggation and
implemen
ntation of po
otential correective action
n.
Aggregatte and de-ideentified dataa on reports of
o mistreatm
ment of learneers will be shared with tthe
Vice-Deaan for Educaational Affaiirs and the Vice
V Dean forr Research aand Graduatee Studies onn a
quarterly
y basis.
Procedure
The follo
owing proced
dures for han
ndling incideents of potenntial violatioons of the miistreatment ppolicy
place a sttrong emphaasis on resolv
ving complaaints informaally. The proocedures incclude advisinng and
mediation
n. It is impo
ortant to notee that the pro
ocedures do not preemptt other formal or informal
channels available within
w
the Un
niversity. It is
i recommennded that leaarners shouldd -- as a firstt stepulture of Resspect Commiittee to revieew the variouus options thhat
- contact the Co-Chairs of the Cu
onfidential basis).
b
The Co-Chairs
C
off the committtee are empowered to exxplore
are availaable (on a co
with the student a plaan of action that may incclude some oor all of the ssteps describbed below:
A. In
nformal: Con
ncern about potential vio
olations mayy be handledd by communnication withh
various indiviiduals, inclu
uding but nott limited to tthe followingg:
1. Direct disscussions (by
y the studentt or others) w
with the allegged offenderr.
2. Conversattion (by the student or others) with iindividuals ssuch as the cchief residennt,
graduate program
p
direector, attend
ding physiciaan, thesis com
mmittee mem
mber, clerksship
director, and/or
a
other faculty mem
mbers.
Chairs of the Culture of Respect
R
Com
mmittee mayy present the concern to aall or
3. The Co-C
a portion of the Comm
mittee, and to such third parties that the Chairs oof the Comm
mittee
deems app
propriate forr seeking an informal ressolution.
4. The Co-C
Chairs of the Committee also may in his/her disccretion refer tthe matter too an
alternate available
a
Un
niversity process or officce, such as ann existing grrievance proocess
or the Hum
man Resourrces Office or
o the Associiate Dean forr the Office of Diversityy.
5. Direct con
nversation by the studen
nt with confiddential resouurces includiing but not
limited to
o the Ombud
dspersons, Co
ounseling annd Psychologgical Servicees, and the D
Deans
office.
In
nformal solu
utions to add
dress the prob
blem may bee recommended and/or ppursued suchh as
(b
but not limited to) system
ms changes or
o educationnal interventiions. The Co-Chairs of the
Committee
C
will
w be availaable througho
out the proceess to discusss with the sttudent the sttatus
of the matter,, including any
a potential resolution.
B. Formal: If no resolution is
i reached an
nd the studennt wishes to proceed witth a more forrmal
grrievance or complaint
c
prrocess, the Co-Chairs
C
off the Culturee of Respect Committee m
may
reefer the student to other existing processes or maay (in an apppropriate casse) accept froom
th
he student a written griev
vance or com
mplaint to usse the proceddure described below.
1. The studeent should seet forth in wrriting the subbstance of thhe grievancee or complainnt, the
grounds for
f it and thee evidence on
n which it is based, and tthe efforts taaken to date to
resolve th
he matter. It is at this staage that the m
matter becom
mes a formall grievance oor
complaintt. This form can be foun
nd online or iin the Officee of Student Affairs.
2. The griev
vance or com
mplaint docum
ment shouldd be submitteed to the Co--Chairs of thhe
Committeee. A grievaance should be
b filed in a timely fashiion, i.e., norm
mally withinn
thirty day
ys of the end of the acadeemic quarterr in which thhe action thatt is the subjeect of
the grievaance or comp
plaint occurrred.
3. The Co-C
Chairs of the Committee will review the grievancce or complaaint and (if itt
reflects an
n appropriatee use of the process)
p
willl then prompptly (within 7 days) trannsmit
the grievaance or comp
plaint to the members off the committtee for handdling.
4. The comm
mittee memb
bers shall pro
omptly initiaate a review,, which shouuld normallyy be
completed
d within sixtty days. Thee committee may attemppt to resolve the matter
informally
y, and may refer
r
the mattter (or any ppart of it) to a grievance officer or otther
designee, who will ev
valuate and/o
or address thhe matter as tthe committee directs. T
The
mand the maatter to the apppropriate
committee may also, in appropriaate cases, rem
dministrativee level at whiich the grievvance or
administrator (includiing to the ad
f
consiideration.
complaintt arose) for further
5. In undertaaking this review, the co
ommittee maay request a rresponse to tthe issues raaised
in the grieevance or co
omplaint from
m any indiviiduals believved to have iinformation tthe
reviewer considers
c
relevant, inclu
uding facultyy, staff and sstudents.
6. The comm
mittee shall issue
i
their deecision in wrriting, and taake steps to initiate suchh
correctivee action as iss called for (if any). Connduct meritinng disciplinee shall be broought
to the atteention of the appropriate disciplinaryy process. T
The final recoommendatioons
and action
n plan will be
b reported to
o the Vice-D
Dean for Eduucational Aff
ffairs or the V
Vice
Dean for Research
R
an
nd Graduate Studies, as aappropriate.
C. Repeat
R
lapses in behavio
or - for thosee individualss who have cconfirmed reepeat lapses in the
CORE
C
princip
ples, the folllowing proceess will occuur:
1. The indiv
vidual’s Depaartmental/Ed
ducational seenior leader will be notiffied of the reepeat
lapse in behavior. (Iff the individu
ual involvedd is a faculty member, thee Dean of thhe
College of
o Medicine and
a CEO off Penn State H
Health will bbe notified oof the recurreence,
as well ass the Vice Deean for Adm
ministrative aand Faculty Affairs.)
2. The deparrtmental/edu
ucational leader or designnee will connduct a meetiing with the
individual. During th
he meeting, the
t findings of the CORE
E Executive Committee will
be presented and the following
f
wiill occur:
a. Meetiing documen
nted with thee individual
b. The determined
d
seeverity of the repeat lapsse
c. Suggeested remediiation plan to
o address thee behavior as well as onggoing selfassesssment.
d. Metho
ods to assesss outcomes to these interrventions
e. Timelline for the remediation
r
process
p
to occcur and connsequences oof any furtheer
repeatt violations of
o the CORE
E policy
7. Appeal
i dissatisfieed with the ddisposition byy the commiittee, he or sshe
a. If the student is
fairs or Vice Dean for
may appeal to the Vice-Deean for Educcational Affa
Reesearch and Graduate Sttudies. The aappeal shoulld be filed inn writing witth the
Viice-Dean within ten days of the issuaance of the ddecision by tthe committee; a
deelay in filing
g the appeal may
m be grouund for rejecttion of that aappeal.
b. Th
he Vice-Deaan may attem
mpt to resolv e the matter informally, and may reffer the
matter (or any
y part of it) to
o a grievanc e appeal offficer or otherr designee, w
who
wiill review the matter at th
he Dean’s di
direction. Thhe Vice-Deann also may
rem
mand the maatter to the appropriate
a
aadministratorr (including to the
ad
dministrativee level at wh
hich the grievvance arose)) for further cconsideratioon.
he Vice-Deaan should norrmally compplete his or hher review of the appeal and
c. Th
isssue his or heer decision in
n writing witthin forty-fivve days. Thhat decision iis
fin
nal. It is nott subject to further
fu
review
w by any othher Universiity process.
No Retaliation
n
ng retaliationn are stronglyy encourageed to contact the
Individuaals who belieeve they are experiencin
Vice-Deaan for Educaational Affaiirs or Vice Dean
D
for Research and G
Graduate Studdies.
r
will
w be subjecct to investig
gation and m
may result in disciplinaryy action up too and
Alleged retaliation
including
g termination
n or expulsio
on.
Su
ummary Gu
uide to Repo
orting Mistrreatment, foor Students
The Cultture of Resp
pect Committee of the Penn
P
State C
College of M
Medicine annd Hershey Medical
Center en
ncourages alll members of
o our comm
munity to repport possiblee incidents oof mistreatmeent. All
reports of
o mistreatmeent will be thoroughly
t
reviewed,
r
ann inquiry intto the event will take plaace, and
correctiv
ve action willl be discussed, if found to be approopriate. Anoonymous repporting is peermitted.
Howeverr, it is imp
portant that the ‘reportter’ understtand that thhe inquiry and any ouutcomes
surround
ding the incid
dent will then
n, by virtue of the anonyymity, remaiin unknown to the ‘reporrter.’
Mistreatment
M
t Reporting A
Algorithm
Discu
ussion of Incidennt (Informal Report)
Graduate Program Dire
ector, Thesis Advvisor, Thesis Committe
ee Member Ombudsperrsons Clerrkship /Coursse Direector Deans Attending, Chief Ressident, Chargge Nurse, Society Advissor Repo
ort of Incident (Fo
ormal Report) File a fformal reportt with: Associate D
Dean for Stud
dent Affairs Associate Dean fo
or Graduate M
Medical Educaation Associate De
ean for Gradu
uate Studies Dire
ector of Nursing Dirrector of the Physician Asssistant Prograam Utilize thee Online Reporting Form Link: