The Reiss-Davis Graduate Center does not compensate an employee involved in recruitment, enrollment, admissions, student attendance, or sales of educational materials to students on the basis of a commission, commission draw, bonus, quota, or other similar method related to the recruitment, enrollment, admissions, student attendance, or sales of educational materials to students.
Nondiscrimination and Equal Opportunity Statement
The Reiss-Davis Graduate Center does not discriminate on the basis of race, color, national origin, religion, creed, gender, sexual orientation or gender identity, physical disability, citizenship status (within the limits imposed by law or Institute policy), marital status, medical condition, or age in any of its policies, procedures, or practices. This nondiscrimination policy covers treatment in institutionally approved academic programs and activities. In conformance with Institute policy, the Reiss-Davis Graduate Center is an Affirmative Action/Equal Opportunity Employer.
Misconduct and Harassment Policy and Procedures
The Reiss-Davis Graduate Center is committed to providing an environment that is free of harassment and discrimination. In keeping with this commitment, we maintain a strict policy prohibiting unlawful harassment, including any form of harassment on the basis of race, religious creed, color, age, sex, sexual orientation, gender identity, national origin, religion, marital status, medical condition, disability, military service, pregnancy, perceived pregnancy, childbirth and related medical conditions, or any other classification protected by federal, state, or local laws and ordinances. This includes verbal, physical, visual, and electronic harassment. Any person (student, faculty, or staff member) who believes he or she has been harassed should promptly report the facts of the incident or incidents and name(s) of the individual(s) involved to the Dean who will immediately inform the Provost and the two of them will initiate an investigation of the claims and ensure proper action is taken. Measures may include but are not limited to, counseling, suspension, or immediate dismissal. All Harassment and discrimination is unacceptable on campus or in other settings.
Harassment as defined in this policy is unwelcome verbal, visual, or physical conduct creating an intimidating, offensive, or hostile environment that interferes with performance. Harassment can be verbal, (including slurs, jokes, insults, epithets, gestures or teasing), graphic (including offensive posters, symbols, cartoons, drawings, computer displays, or e-mails), or physical conduct (including physically threatening another, blocking someone’s way, etc.) that denigrates or shows hostility or aversion towards an individual because of any protected characteristics. Such conduct violates this policy, even if it is not unlawful. Because it is difficult to define unlawful harassment, people are expected to behave at all times in a professional and respectful manner.
Sexual Harassment Defined
Sexual harassment by any member of the campus community (student, faculty, or staff) shall be defined as unwelcome conduct based on a person’s sex, which interferes with the person’s ability to learn, instruct or do his or her job. Sexual Harassment may include, but is not limited to verbal harassment (such as offensive sexual flirtations, advances, propositions, comments, jokes, verbal abuse of sexual nature or based on gender), Physical harassment (such as unwelcome physical contact or touching of sexual nature), Visual harassment (such as sexually suggestive pictures or objects put on display or making sexual gestures), sexual advances/favors, and gender based hostility. The various forms of sexual harassment listed above are merely examples of conduct that violates the Reiss-Davis Graduate Center’s policies and is not exhaustive.
Student Complaint Procedure
Students who have a complaint or are experiencing problems are encouraged to contact the Instructor directly to attempt to resolve the complaint. In the event this contact does not resolve the complaint, the student is encouraged to make an appointment with the Chief Academic Officer (Dean) so that the complaint may be officially registered and solutions discussed. If a satisfactory outcome is not forthcoming, the student will be instructed in how to prepare a formal grievance to submit to the Provost. The decisions of the Provost are final.