Complaints and Reporting

Unlawful harassment and discrimination, sexual or otherwise, serves no legitimate purpose and disrupts the workplace and morale. Goodwin takes allegations of harassment and discrimination seriously, and will actively investigate all allegations and complaints.

Reporting: If an employee believes that s(he) is being harassed by another employee, student, vendor or visitor of the University, s(he) is strongly encouraged to notify their direct supervisor, Vice President, or Human Resources. Employees may also consider informing the individual that their behavior is unwelcome but the employee is not required to do so. 

Although Goodwin University has chosen not to impose a time frame for reporting harassment complaints, prompt reporting is strongly encouraged. It allows for rapid response and resolution of objectionable behavior or conditions both for the complaining employee and any other affected employees. Any supervisor who is aware of possible sexual and/or other harassment involving any employee or student must immediately bring it to the attention of the Title IX Coordinator and also their Vice President and/or Human Resources.

As an academic institution all employees are considered "responsible parties" under Title IX regulations; therefore all employees regardless of supervisory status are required to report allegations of sexual harassment involving a student to the Title IX coordinator even if the employee themselves is not directly involved. Please see the Title IX section of the handbook for more information. 

No Retaliation: Retaliation against employees for making a good faith report or complaint of harassment or discrimination, or for cooperating in an investigation of such a complaint, is unlawful and will not be tolerated. Any form of retaliation is strictly forbidden and constitutes grounds for discipline.

The Investigation: Goodwin University takes all complaints of harassment and discrimination seriously, and all such complaints will be promptly and thoroughly investigated.

Corrective Action: If an investigation confirms that harassment or discrimination has occurred, Goodwin University will take corrective action, including discipline up to and including immediate termination of employment.

Review: If either party directly involved in any investigation is dissatisfied with the outcome or the resolution, that individual should submit a written request to the Provost/Dean of Faculty to have the decision reconsidered.

Goodwin University recognizes that this policy may not address every set of circumstances which may arise in the workplace related to harassment and discrimination. It does, however, provide reasonable guidelines which will probably cover most situations. If unanticipated situations arise, contact Human Resources immediately.