Human Resources

Equal Opportunity

CNU, an EO employer, is fully committed to Access and Opportunity.

Discrimination is inequitable treatment based on an individual's protected characteristics or statuses (race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, gender identity, veteran status, political affiliation or any other status protected by law) that excludes an individual from participation in, denies the individual the benefits of, treats the individual differently or otherwise adversely affects a term or condition of an individual's employment, education, living environment, or participation in an educational program or activity. This includes failing to provide reasonable accommodation, consistent with state and federal law, to persons with disabilities.

Harassment is a form of discrimination in which unwelcome verbal, written or physical conduct is directed toward an individual on the basis of his or her protected characteristics or statuses (race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, gender identity, veteran status, political affiliation or any other status protected by law), by any member of the campus community. Harassment does not have to include intent to harm, be directed at a specific target or involve repeated incidents. Harassment violates this policy when it creates a hostile environment.

Hostile Environment may be conduct in any medium (e.g. oral, written, graphic, or physical) that is sufficiently severe, persistent or pervasive and objectionably offensive that interferes with, limits or denies the ability of an individual to participate in or benefit from education programs, services, opportunities, or activities or the individual’s employment access, benefits or opportunities. Mere subjective offensiveness is not enough to create a hostile environment. In determining whether conduct is severe, persistent or pervasive, and thus creates a hostile environment, the following factors will be considered:

  • The degree to which the conduct affected one or more individuals’ education or employment;
  • The nature, scope, frequency, duration, and location of the incident(s);
  • The identity, number, and relationships of persons involved;
  • The perspective of a “reasonable person” in the same situation as the person subjected to the conduct; and
  • The nature of higher education.

Any CNU student or employee who believes that he or she has been unlawfully discriminated against or harassed may file a report by submitting a Title IX and EO Community Reporting Form online, or by contacting the Director of Title IX and Equal Opportunity.

Discrimination and harassment as described above is a violation of University policy and will not be tolerated.

Sexual Harassment

Title IX Sexual Harassment is conduct on the basis of sex that satisfies one or more of the following:

  • Quid Pro Quo is when an employee of CNU conditions the provision of an aid, benefit, or service of CNU on an individual’s participation in unwelcome sexual contact. (Quid Pro Quo is when a student, not in an employee role, of CNU conditions the provision of an aid, benefit, or service of CNU on another student’s participation in unwelcome sexual contact and shall be addressed under Process B.)
  • Hostile Environment is unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that is effectively denies a person equal access to CNU’s education program or activity.
  • Unwelcomeness is subjective. Severity, pervasiveness, and objective offensiveness are evaluated on the totality of the circumstances from the perspective of a reasonable person in the same or similar circumstances, including the context in which the alleged incident occurred and any similar, previous patterns.

Retaliation

Retaliation is prohibited. No individual may intimidate, threaten, coerce, or discriminate against any individual for the purpose of interfering with any right or privilege secured by this policy or law, or because the individual has made a report or Formal Complaint, testified, assisted, or participated or refused to participate in any manner in an investigation, proceeding, or hearing under this policy. Retaliation may result in disciplinary or other action independent of the sanctions or supportive measures imposed in response to the underlying allegations of Prohibited Conduct.

Charging an individual for making a materially false statement in bad faith in the course of the Resolution Process under this policy does not constitute retaliation, provided that the determination regarding responsibility, alone, is not sufficient to conclude that any party made a materially false statement in bad faith.

The exercise of rights protected under the First Amendment does not constitute Retaliation.

Charging an individual for violations that do not involve sex discrimination or Title IX Sexual Harassment, but arise out of the same facts or circumstances as a report or Formal Complaint of sex discrimination or Title IX Sexual Harassment, for the purpose of interfering with any right or privilege secured by Title IX or this policy constitutes retaliation.

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