Effective Date: February 11, 2021
Last Reviewed: February 11, 2021
I. Introduction:
Stonehill College is committed to fostering a healthy and safe environment that emphasizes the inherent dignity and worth of every member of its community, including a learning and working environment that is free from harassment and discrimination. Harassment and discrimination are not only prohibited by the College, but also by federal and state civil rights laws. Further, the College and federal and state law prohibit retaliation against individuals who, in good faith, report or cooperate in the investigation of harassment.
Because the College takes allegations of harassment seriously, the College will respond to complaints promptly. Where it is determined that prohibited conduct has occurred, the College will act promptly to eliminate such conduct, mitigate its effects, prevent its recurrence, and if appropriate impose corrective action in accordance with E03.40 Corrective Action.
Members of the College community who hold positions of authority have a particular responsibility to be aware of the power inherent in their relationships with students and subordinates and to avoid behavior that may be perceived as harassment. All members of the College community with academic or supervisory responsibility for another must keep their relationships, especially those with students, on a professional level. Individuals should review policies E03.47 Employee-Student Consensual Relations and E03.3 Employment of Relatives.
This Policy applies to all members of the College community, including, but not limited to, employees, faculty, students, visitors, and guests. It applies to all campus activities and College- related, social, academic, athletic, and business functions, whether on or off the College campus and whether during or outside of the normal operational hours. It also applies while employees and students are on business, academic, or athletic related travel. Lastly, it applies to all forms of electronic communication, including social media, regardless of whether such communication occurs during normal business hours, or through the use of College-owned electronic, online, or cellular devices.
II. Harassment and Discrimination Generally:
It is unlawful and a violation of Stonehill policy to harass or discriminate against any member of the community because of their race, color, national origin, religion, disability, age, veteran status, marital status, gender, gender identity, sexual orientation, or other legally protected status.
The following are examples of conduct that may constitute harassment:
1. Offensive or derogatory remarks.
2. The display of offensive symbols.
3. Failing to adhere to an employee’s legally mandated work restrictions or obstructing reasonable accommodations.
4. Segregating an employee based on a legally protected aspect of the employee’s identity.
5. Failure to make reasonable adjustments to the work environment that will allow employees to practice their religion.
6. Retaliation against employees for asserting their rights under this Policy.
Individuals who believe they have been subject to harassment or discrimination of a non-sexual nature may file a complaint in accordance with Policy E03.41 Employee Grievances. See below for information about filing a sexual harassment complaint.
Consistent with the requirements of state and federal law, the Office of the General Counsel shall provide primary prevention and awareness programs and ongoing training and education campaigns to community members so they may identify sexual harassment and other forms of discrimination; understand how to report such misconduct; recognize warning signs of potentially abusive behavior and ways to reduce risks; and learn about safe and positive options for bystander intervention that may be carried out by an individual to prevent harm or intervene when there is a risk to others.
III. Sexual Harassment:
The College is committed to upholding the requirements of state and federal harassment and discrimination and civil rights laws, including, but not limited to, the requirements of Title IX of the Higher Education Amendments of 1972 (“Title IX”), the Violence Against Women Act, and the Campus Sexual Violence Elimination Act, as those laws exist and may be amended from time to time. For more information, see S01.14 Opposition to Sexual and Gender-Based Misconduct and Interpersonal Violence (the “Gender-Based Misconduct Policy”) and the related procedures that are available on the College’s website. Violations that do not meet the definition of gender-based misconduct set forth in the Gender-Based Misconduct Policy may be violations under this Policy or another College policy, and will be adjudicated accordingly.
IV. College Resources:
The following individuals have been designated as contacts for assisting employees with any harassment or discrimination concerns pursuant to this or any other College Policy:
Lily Krentzman, Director of Human Resources and Title IX Coordinator, 508-565-1105,
Thomas V. Flynn, Vice President and General Counsel, 508-565-1413,
Whistleblower Hotline for anonymous reporting of ethics and compliance violations through an outside company (Lighthouse Services) 1-877-472-2110
New Directions Behavioral Health (Employee Assistance Program)1-800-624-5544
The following individuals are available to assist students with sexual harassment concerns pursuant to the Gender-Based Misconduct Policy:
Dr. Pauline Dobrowski, VP for Student Affairs,508-565-1363,
Dr. Kevin Piskadlo, Associate VP for Student Affairs/Dean of Students, 508-565-1363,
Whistleblower Hotline for anonymous reporting of ethics and compliance violations through an outside company (Lighthouse Services) 1-877-472-2110
In addition to the above-named individuals, the following individuals have been designated pursuant to Title IX as the Title IX Coordinator/Deputies for the College:
Title IX Coordinator: Lily Krentzman, Director of Human Resources, 508-565-1105,
Deputy Title IX Coordinator: Michael Labella, Director of Community Standards, 508-565-1323,
V. Government Resources:
The College encourages individuals to initially seek resolution of sexual harassment complaints through its internal procedures; however, formal complaints can also be brought to these government agencies. The time periods for filing are EEOC 300 days; MCAD 6 months:
Office for Civil Rights, U.S. Department of Education, 8th Floor, 5 Post Office Square, Boston, MA 02109-3921, 617-289-0111
Equal Employment Opportunity Commission, John F. Kennedy Federal Building, 475 Government Center, Boston, MA 02203, 800-669-4000
Massachusetts Commission Against Discrimination, 1 Ashburton Place, Boston, MA, 02108, 617-994-6000