Appointment
Susan F. Orr has been named interim director of student accounts, following the retirement of Richard Augustine in December. Augustine held the position of bursar and director of student accounts since 1976. Orr's appointment was effective January 4.
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Promotion
I am pleased to announce that Louis Ward will become chief of Unversity Police and assistant vice president effective February 1. In his additional capacity, Ward will be responsible for the review and development of electronic security and strategic security planning before his retirement at the end of August.
Ward has served the college and its police force for nearly 25 years, beginning as an officer and rising through the ranks to lead the department in 1997. Please join me in extending best wishes to him and thanking him for his leadership and work in helping to keep Buffalo State College safe.
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Long-Term Care Insurance
The need for long-term care can arise at any time due to accident, illness, or aging. Assistance may become necessary to carry out the basic activities of everyday living—eating, bathing, or moving about. The American Health Care Association reports that one out of two Americans will require long-term care at some time in their lives.
Employees and retirees of New York State now have two options for long-term care insurance. Plans are available to fit a variety of needs. Enrollees can choose daily and lifetime benefit amounts. Plans are tax-qualified and offer a variety of payment options.
Spouses and domestic partners, parents and parents-in-law, and dependent children also are eligible to apply for coverage at the same group rates.
Seminars on long-term care insurance will be held at 10:00 a.m. and 1:00 p.m. on each of the following days:
Wednesday, January 30
The University at Buffalo's Center for Tomorrow
Tuesday and Wednesday, February 19 and 20
65 Court Street, Hearing Room 1
For more information, to register for a seminar, or to order an enrollment kit, call (866) 474-5824 or visit www.nyperl.net. Seminar registration is required at least 72 hours in advance.
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Night in Napoli
The Buffalo State College Foundation will host its fifth annual scholarship gala, A Night in Napoli, on Saturday, April 20 in the Mildred Campbell Social Hall. Fall under the cultural spell of Napoli and become immersed in a romantic Italian ambience. This year's elegant black-tie event will feature fine authentic cuisine, traditional minstrel serenades, dancing, and a live auction. The evening promises to bring the best of "the most beautiful bay in the world" to all who attend.
Last year's gala, A Night in New Orleans, raised more than $80,000 for the Buffalo State College Scholarship Fund and the All College Honors Program. Much of its success was due to the participation of the campus community.
An early-bird ticket discount, as well as payroll deduction and installment-plan payment options, are again available to faculty and staff. These offers discount the regularly priced $175 gala tickets to $150. Submit your check or sign a payroll deduction form by January 30 and save $25 per ticket (limit two tickets per faculty or staff member). Under the installment plan, tickets must be paid in full by Wednesday, April 10.
We hope you will join us for this exciting event. Please contact the External Development Office at ext. 4318 or Cleveland Hall 312 to purchase tickets or for more information.
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Athletic Events
Men's Hockey
Buffalo State vs. Manhattanville
Friday, January 18
7:00 p.m.
and
Saturday, January 19
7:30 p.m.
Ice Arena
Women's Hockey
Buffalo State vs. Plattsburgh
Saturday, January 19
4:00 p.m.
and
Sunday, January 20
1:00 p.m.
Ice Arena
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Martin Luther King Jr. Day
On January 21, SUNY employees and millions of New Yorkers will join the nation in commemoration of the birth of Dr. Martin Luther King Jr. Although the U.S. Senate voted in 1983 to make the third Monday in January a national holiday to commemorate King's birth, since 1994, the day also has recognized community service, interracial cooperation, and peace. Few Americans have had as much impact on the consciousness of the country and the world as Dr. King. We are especially mindful of his teachings on civil rights, peace, and justice for all human beings in the aftermath of September 11.
SUNY will sponsor a satellite broadcast of New York's Martin Luther King Jr. Commemorative Service from Empire State Plaza from 9:00 to 11:30 a.m. Monday, January 21, in cooperation with cable television and WNYE-TV 25 in New York City. The program will include music by the Greater Buffalo Youth Orchestra. Information on the program and the New York State celebration, Embrace the Dream, can be found at www.nyking.org.
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College Policy on Sexual Harassment
I. Rationale
The U.S. Equal Employment Opportunity Commission (EEOC) has issued guidelines interpreting Section 703 of Title VII as prohibiting sexual harassment (29 CFR 1604.11). Sexual harassment is defined in these guidelines as "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature...when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment."
Sexual harassment is an affront to human dignity and will not be tolerated at Buffalo State College. As an educational institution, it will not condone or tolerate any verbal or physical conduct that would constitute sexual harassment of any member of the college or campus community. Buffalo State is committed to the intellectual, personal, and professional growth of its students, faculty, and staff. The goal of the college is to inspire a lifelong passion for learning and to empower a diverse population of students to succeed as citizens within a challenging world. The college is dedicated to excellence in teaching and scholarship, cultural enrichment, and service in order to enhance the quality of life in Buffalo and the larger community. Actions by members of the college community that harm this atmosphere undermine and hinder the educational mission.
Sexual harassment is particularly serious when it threatens the relationship between faculty and students or supervisors and subordinates. In such situations, sexual harassment unfairly exploits the power inherent in the faculty member or supervisor's position. The college will not tolerate behavior that creates an unacceptable working or educational environment between or among members of the college community.
II. Policy
It is the policy of Buffalo State to provide an employment and educational environment free of unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct or communication, constituting sexual harassment as defined and otherwise prohibited by state and federal statutes.
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III. Implementation
It shall be a violation of college policy for anyone who is in a position of authority to recommend or take personnel actions affecting an employee, or who is otherwise authorized to transact business or perform acts or services on behalf of the college, to:
- Make sexual advances or request sexual favors when submission to or rejection of such conduct is the basis for either implicitly or explicitly recommending, imposing, granting, withholding, or refusing terms and conditions that either favor or adversely affect the employment or education of any member of the college community;
- Recommend, impose, grant, withhold, or refuse to take any personnel or other action consistent with his or her duties and responsibilities because of sexual favors or as a reprisal against an employee or other member of the college community who has rejected or reported sexual advances;
- Disregard or fail to investigate allegations of sexual harassment, whether reported by the employee or a member of the college community who is the subject of, or witness to, the alleged harassment, and to fail to take immediate corrective action in the event misconduct has occurred.
It also shall be a violation of this policy for any member of the college community to abuse another through conduct or communication of a sexual nature and constituting sexual harassment as defined in Section II above. Whenever such misconduct exists, prompt and corrective action consistent with the discipline provisions of the college policy is required.
Whenever there is an abuse of authority or neglect of responsibility, the supervisor or other responsible individual is required to take prompt and corrective action consistent with the discipline provisions of the college policy.
The violation of this policy can result in discipline and discharge for employees, and such penalties, sanctions, and impositions against other individuals or parties as may be available to the college, given the nature of the contractual or business relationship that may be established with such parties or individuals.
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A. Grievance Procedures
Employees or other individuals who feel aggrieved because of sexual harassment have several ways to make their concerns known:
- Aggrieved persons who feel comfortable doing so should directly inform the person engaging in discrimination, conduct, or communication that such conduct or communication is offensive and must stop.
- Aggrieved individuals who do not wish to communicate directly with the offending party, or if direct communication with the offending party has been unveiling, shall contact the offending party's immediate supervisor and/or the officer responsible for affirmative action for counseling and assistance.
- Aggrieved persons alleging either sexual harassment by someone with supervisory authority or failure by a supervisor to take immediate action on the complaint may file a formal grievance in accordance with the provisions of the appropriate grievance procedure.
All formal complaints of sexual harassment will be handled by the Buffalo State College Grievance Procedure for the Review of Allegations of Unlawful Discrimination. The procedure has specific timetables and processes for filing and adjudicating complaints. A copy of the procedure is available through the vice presidents, the deans, and the Equity and Campus Diversity Office.
Regardless of the means selected for resolving the problem, the initiation of a complaint of sexual harassment will not cause any reflection on the complainant, nor will it affect such person's future employment, education, compensation, or work assignments.
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B. Responsibility of Management
All levels of management have a special responsibility for implementation of this policy. If behavior is observed that violates this policy, the person observing such behavior shall bring the matter to the attention of the supervisor responsible for that area and the officer responsible for affirmative action. If an employee or other individual files a complaint, the management representative with whom the complaint is filed shall inform the complainant of his or her right under this policy and attempt corrective action. When a problem is beyond the capability of such representative to effectively correct the action, the matter shall be referred to the officer responsible for affirmative action.
In all cases, and regardless of the individual's remedial measures, the management representative to whom the written complaint has been referred shall provide the officer responsible for affirmative action with a complete written report of each complaint.
Written Report
This report must be submitted within 10 days of the date the complaint was first filed with the management representative. Such report shall minimally include:
- Date of receipt of written complaint;
- Identification of complainant;
- Identification of the party or parties and the actions complained of, including all relevant background facts and circumstances;
- A statement detailing the scope of the investigation that had been undertaken and the results thereof;
- A statement of corrective measures pursued, the date such measures were undertaken, and the results achieved.
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Education and Training
Sexual harassment may range from sexual innuendoes made at inappropriate times, perhaps in the guise of humor, to coercion of sexual relations. Harassment at its extreme occurs when a person in control, influence, or position to affect another person's job or career uses his or her authority and power to coerce the other person into sexual relations or to punish such person's refusal. It may include:
- Verbal harassment or abuse;
- Subtle pressure for sexual activity;
- Persistent remarks about another person's clothing, body, or sexual activities;
- Unnecessary touching, patting, or pinching;
- Constant brushing against another person's body;
- Demanding sexual favors accompanied by implied or overt threats concerning one's job, letters of recommendation, etc.;
- Physical assault.
Because sexual harassment is tied so closely to learned role models, it is necessary for men and women to learn more about this issue and the means for addressing problems as they arise. The college sponsors educational workshops on the subject of sexual harassment. Attendance at one of these programs or an approved substitution is mandatory for all persons in supervisory or executive capacities. Each is also encouraged to hold educational workshops and otherwise seek to sensitize persons within their areas of responsibility about the importance of providing an employment and business environment free of sexual harassment. Although there are various approaches one may take to offset potential problems, several measures are recommended:
- Encourage internal complaints. Express disapproval of harassment and inform employees of their right to file complaints under college policy;
- Assure that all supervisors are aware of their responsibilities, college policy, the law, and potential liabilities when violations occur;
- Regard each claim of sexual harassment as being serious and investigate immediately;
- Sensitize all employees to the issue and the ramifications of sexual harassment.
C. Special Assistance
It is expected that questions may arise concerning the interpretation of prohibitions against sexual harassment, grievance procedures, methods and procedures to be followed in the investigation of complaints, and appropriateness of specific solutions in disposition of complaints. For assistance in these matters, contact Dolores E. Battle, Equity and Campus Diversity Office, Cleveland Hall 415, ext. 6210.
Other college policies related to equity and campus diversity can be located at www.buffalostate.edu/offices/equity/contents.html.
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College Senate Meetings
College Senate meetings will be held at 3:00 p.m. in E. H. Butler Library 210 on the following dates during the spring 2002 semester:
Friday, February 8
Friday, March 8
Friday, April 5
Friday, May 3
Curricular Proposals
Curricular proposals should reach the Senate Office, Cleveland Hall 417C, by Tuesday, February 12 to allow for sufficient processing time before May 2002. Curricula submitted after February 12 may not be fully processed in the spring semester.
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