Appointment: Interim Chief of University Police
I am pleased to announce the appointment of Roger R. Wisniewski as interim chief of
University Police, effective September 1. Wisniewski has been employed with the
Buffalo State University Police Department since 1972. He began his career at the
college as a public safety officer 2 and, from 1980 to 1998, served as a lieutenant.
Wisniewski has been deputy chief of University Police since 1998. His experience and
leadership will serve the department and the college well.
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CSEA Skills for Success Courses
The New York State and CSEA Partnership for Education and Training offers job-related
training to enhance career development. Courses are open to all CSEA-represented
employees (administrative, operational, and institutional) and to secretarial employees
designated as management/confidential. The following courses will be offered in early
fall. Skills for Success catalogs will be mailed shortly. Courses are generally held from
8:30 a.m. to 4:00 p.m.
Roswell Park Cancer Institute, Elm and Carlton Streets, Buffalo
- Fundamentals of Writing: Mastering the Basics—Tuesdays, September 10, 17,
and 24
- Emergency First Aid/CPR—Monday, October 7
West Seneca Developmental Center
- Working with the Contract: Front-Line Labor/Management Skills—Tuesday,
September 24
Batavia (location to be announced)
- Catching Errors: A Proofreader's Guide—Thursday, October 3
- Intermediate Math: A Skills Builder—Monday and Tuesday, October 7 and 8
Fliers and application forms are available from the following:
- Human Resource Management Office, Cleveland Hall 410, ext. 4821
- Donna Shaffer, CSEA representative, Bishop Hall 210, ext. 6008
- Information Desk, Campbell Student Union, ext. 6511
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NYS Flex Spending Account Open Enrollment
Open enrollment for the 2003 New York State Flex Spending Account is
September 16–November 15. The account offers two benefits: the Health Care
Spending Account (HCSAccount) and the Dependent Care Advantage Account
(DCAAccount).
The HSCAccount allows employees to set aside from $150 to $3,000 annually in
pretax salary to pay for health-related expenses not reimbursed by health
insurance. The DCAAccount allows employees to set aside up to $5,000
annually for child-care, elder-care, or other dependent-care expenses on a pretax
basis. Employees may be eligible for contributions of up to $600 to DCAAccounts
from New York State. A brochure describing these programs will be distributed
with the September 11 paychecks.
Participants now enrolled in the HCSAccount or DCAAccount must reenroll to
continue benefits in 2003. Reenrollment instructions will be sent directly from the
Fringe Benefits Management Company.
Apply online at www.flexspend.state.ny.us or call the Flex Spending Account hotline at (800) 358-7202. Call the Human Resource Management Office at ext. 4821 with questions.
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September 11 Memorial
The campus community is invited to a garden-dedication ceremony in remembrance
of those who lost their lives on September 11, 2001. The ceremony, "Lest We
Forget: Remembrance and Reflection, a September 11 Observation," will be held at
8:30 a.m. Wednesday, September 11 on the south side of Moot Hall (Rockwell
Road).
The campus will observe three moments of silence—at 8:46 a.m., 9:03 a.m., and
9:59 a.m.—before the campus bells toll at 10:29 a.m.
This event is cosponsored by Campus Services, the Coalition Building Team, the
Equity and Campus Diversity Office, and Residence Life.
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2002–2003 Auxiliary Services Grants
The Auxiliary Services Grant Allocation Committee is accepting applications for
funding of programs for the 2002–2003 academic year. Proposals
are due by the close of business Friday, September 20. Proposed programs and events should
support the mission of the college and contribute to the following strategic
directions:
- To strengthen the academic program and all student support services to promote
success in teaching and learning.
- To increase the recruitment, retention, and graduation of a diverse population of
students.
- To create a nurturing environment for a diverse campus community.
Programs and events funded must be open to all students, faculty, and staff at
Buffalo State and result in a direct educational experience. All Buffalo State
students, faculty, and staff are eligible to apply. Application packets are available in
the Vice President for Student Affairs Office, Cleveland Hall 513; the United
Students Government Office, Campbell Student Union 401; the Student Life Office,
Campbell Student Union 400; and the Campbell Student Union Information Desk.
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Athletics Hall of Fame Induction Ceremony
The 18th annual Buffalo State Athletics Hall of Fame Induction Ceremony will be
held Saturday, September 28. A cash-bar cocktail reception from 4:30 to 5:15 p.m.
in the Hall of Fame lobby of the Sports Arena precedes the formal induction of new
members at 5:30 p.m.
The cost is $15 per person. Please make reservations through Thomas Koller,
associate director for external affairs, at ext. 6514.
This year's inductees are Dextan Dixon ('90, track, cross-country), Mark Valvo
('93, football), Arlene Eagan ('02, basketball), John Groover ('02, basketball),
Tracy Bacon ('97, football), and honorary member Irving Cowle ('42, basketball,
soccer, swimming).
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Daniel Walker Cross-Country Memorial Invitational
The Daniel Walker Cross-Country Memorial Invitational will be held at 11:00 a.m.
Saturday, September 7 in Beaver Island State Park on Grand Island. The race is named for former
Buffalo State athlete Daniel Walker, a three-year letterman and captain of the
men's cross-country team, who passed away after a one-year struggle with cancer.
Perhaps the biggest college cross-country meet in Western New York, the event
brings together more than 250 athletes from 12 to 15 colleges across New York,
Pennsylvania, Ohio, and Canada. The race spans a course of trails, grass, and
woodland along the scenic Niagara River.
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Athletic Events
Cross-Country
Daniel Walker Memorial Invitational
Saturday, September 7
11:00 a.m.
Beaver Island State Park, Grand Island
Tennis
Buffalo State vs. Fredonia
Tuesday, September 10
3:30 p.m.
Tennis courts
Women's Soccer
Wednesday, September 11
Buffalo State vs. R.I.T.
4:00 p.m.
Coyer Field
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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 disciplinary 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 disciplinary 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 found at www.buffalostate.edu/offices/equity/contents.html.
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