Curricular Approvals
I have approved the following program revisions, new courses, and course revisions, which have been recommended by the appropriate dean, the College Senate, and the provost and vice president for academic affairs:
Program Revisions:
B.F.A. Design (0180) Fiber Design Concentration (4193)
B.F.A. Design (0180) Furniture Design Concentration (4194)
New Courses:
ECO 104 History of Economic Development in the Third World
PSY 375 Forensic Psychology
Course Revisions:
EDF 302 Educational Psychology (Elementary)
EDF 303 Educational Psychology (Secondary)
ENT 301 Mechanics
ENT 302 Mechanics II
ENT 303 Kinematics
ENT 311 Thermodynamics
ENT 312 Fluid Mechanics
ENT 401 Stress Analysis
ENT 402 Shock and Vibration Analysis
ENT 411 Heat Transfer
ENT 421 Machine Design I
ENT 422 Machine Design II
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2004–2005 College Senate Staff Liaisons
and Presidential Appointees
I am pleased to announce the following staff liaisons and presidential appointees to the College Senate for 2004–2005:
| Academic Plan |
Dennis Ponton |
| Academic Services |
Maryruth Glogowski |
Academic Standards |
Richard Podemski |
Budget and Staff Allocation |
Rebecca Schenk |
Bylaws and Elections |
Margaret Shaw Burnett |
Curriculum Committee |
Rosalyn Lindner |
Instruction and Research |
Janet Ramsey |
International Education |
Janet Ramsey |
Professional Welfare |
Yves Gachette |
Standards for Students |
Maryruth Glogowski |
Student Welfare |
Timothy Ecklund |
Presidential Appointee |
Claire Jones |
Presidential Appointee |
Emile Netzhammer |
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President's Council on Equity and Campus Diversity
I am pleased to announce that the following individuals representing faculty, staff, and students will serve on the President's Council on Equity and Campus Diversity:
Lucy Andrus, Art Education; Lisa August, Career Development Center; Christopher Aviles, Social Work; Geraldine Bard, English; Stephen Chris, Counseling Center; Mark Fulk, English; Linda Gleckel, Dean's Office, FASE; Musa Abdul Hakim, E. H. Butler Library; Amitra Hodge, Sociology; Yanick Jenkins, Educational Opportunity Program; Heather Maldonado, University College; James Maxwell, Business; Michael Niman, Communication; Carol Patitu, Educational Foundations; Tamara Towles-Schwen, Psychology; Daniel Velez, Student Affairs; Barbara Weitzner-Lin, Speech-Language Pathology; Zhang Jie, Sociology; and students Estelle Hofschneider, Francisco Lopez, and Yakima Melton.
The President's Council on Equity and Campus Diversity is charged with addressing discrimination, harassment, and campus climate issues as they relate to the recruitment and retention of students and faculty, staff curriculum development, and student life on campus.
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Nominations for Distinguished Professorships, Chancellor's and President's Awards
I encourage the Buffalo State community to nominate deserving colleagues for Chancellor's, President's, and Distinguished Teaching and Service awards. A schedule for the receipt of nomination packages follows. Guidelines may be obtained from the Academic Affairs Office, Cleveland Hall 519, ext. 5901.
Nominations with supporting materials for the Distinguished Teaching Professor or Distinguished Service Professor award, or for the Chancellor's Award for Excellence in Teaching, Professional Service, Librarianship, Scholarship and Creative Activities, or Faculty Service must be submitted to the provost, Cleveland Hall 519, by the following dates (the third Monday in October each year):
October 18, 2004 (academic year 2004–2005
October 17, 2005 (academic year 2005–2006)
October 16, 2006 (academic year 2006–2007)
Nominations with supporting materials for the President's Award for Excellence in Teaching; Research, Scholarship, and Creativity; Librarianship; Academic Advisement; Service to the College; or the Advancement of Equity and Campus Diversity must be submitted to the provost by the following dates (the first Monday in March each year):
March 7, 2005 (academic year 2004–2005)
March 6, 2006 (academic year 2005–2006)
March 5, 2007 (academic year 2006–2007)
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Holiday Observance for College Employees
All eligible classified and unclassified employees may observe the following holidays in academic year 2004–2005 without charge to accruals:
| Labor Day |
Monday, September 6, 2004 |
| Columbus Day |
Monday, October 11, 2004 |
| *Election Day |
Tuesday, November 2, 2004 |
| Veterans Day |
Thursday, November 11, 2004 |
| Thanksgiving Day |
Thursday, November 25, 2004 |
| **Christmas Day |
Saturday, December 25, 2004 |
| **New Year's Day |
Saturday, January 1, 2005 |
| Martin Luther King Jr. Day |
Monday, January 17, 2005 |
| *Lincoln's Birthday |
Saturday, February 12, 2005 |
| Washington's Birthday |
Monday, February 21, 2005 |
| Memorial Day |
Monday, May 30, 2005 |
| Independence Day |
Monday, July 4, 2005 |
*Election Day and Lincoln's Birthday have been designated as "floating holidays" for all employees except those represented by Council 82, who observe these days as fixed holidays. UUP-represented employees observe Election Day on the day after Thanksgiving, Friday, November 26. All other employees may arrange with their supervisors to take off Election Day and Lincoln's Birthday or, if required to work (classes are in session), take another day off in the future before the holiday recurs.
** Full-time employees entitled to observe holidays and for whom Saturday, December 25, 2004, and/or January 1, 2005, is a regular day off will be credited with holiday compensatory time in lieu of the holiday (holiday leave) or vacation for Council 82–represented employees. Classified part-time employees who are regularly scheduled to work at least half time, and who do not work on a holiday that falls on a Saturday but who are regularly scheduled to work on the Friday immediately preceding the Saturday holiday, shall be credited with holiday leave equivalent to the number of hours in the employee's regular Friday schedule.
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United Way Day of Caring
Sixty-three members of the Buffalo State community participated in the United Way Day of Caring on Wednesday, August 18. The annual event serves as the official kickoff for the United Way Campaign, and this year, more than 6,000 area volunteers united to work on numerous community projects. Buffalo State volunteers were assigned to projects at Riverside Park, Buffalo Therapeutic Riding Center, Buffalo Food Bank, and Lakeshore Behavioral Health Center.
The following employees contributed their time and energy on the Day of Caring, reminding all of us to reach out and help our neighbors during the upcoming 2004 SEFA/United Way Campaign:
Angeline Angolwisye, Debra Bechtel, Anthony Billoni, Adam Bink, Lily Bink, Pamela Cercone, Linda Chilson, Catherine Cook, Sharon Cramer, David Czekaj, Michelle Douglas, Perry Edinger, Cheryl Fellows, Carolyn Fusco, Carlene (Rita) Gallagher, Alfred Galone, Janet Ganley, Donna Gesel-Youngs, Rose Gilmore, Maryruth Glogowski, Tami Goodgain, Mary Jo Graham, Hurculine Guthrie, Abdollah Hajikandi, Maria Hejna, Daniel Herr, Shavaun Higgins, Wendy Higgins, Laura Hill, Mark Hodgson, Frederick Howe, Linda Kaczmarek, Stephanie Kindzia, Ashley Kravitz, Linda Kravitz, Janice Kuhn, Sara LaPorte, Donna Limburg, Maureen Lindner, Terri Locher, Lori Mabry, Eileen Marino, Catherine McCoy, Emma McFayden, Barbara Meyer, Lisa Morrison, Marsha Moses, Renee Phillips, Jill Powell, Kathleen Rockey, Melanie Roman, Evelyn Rosario, Marianne Savino, Jennie Silverman, Irene Sipos, Linda Smalley, Anne Marie Sokol, Betty Spencer, Elizabeth Stevens, Karla Warburton, Cynthia Wong, Sarah Velez, Sharon Zolnowski
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New York State Ethics Commission
Annual Financial Disclosure for Academic Employees
In early October, the New York State Ethics Commission will contact all SUNY academic employees who earn a minimum annual salary of $70,851 regarding a requirement to file a financial disclosure statement by November 15, 2004, for the academic year September 1, 2003–August 31, 2004. Specific instructions and information about using the commission's Internet-based online filing system will be included in the commission's letters to employees.
Non-policy-making employees who are required to file financial disclosure statements are eligible to apply for individual exemptions from the filing requirement. Exemption requests must be received by the Ethics Commission by Friday, October 15. Application forms are available on the commission's Web site at www.dos.state.ny.us/ethc/ethics.html ("Click Here to Download Paper Forms: Exemption from FDS Filing Requirement: Individual") or from the Human Resource Management Office, Cleveland Hall 403, ext. 3042.
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Computer Training, SkillSoft
E-Learning, Webmaster Training, and Web Templates
Computing and Technology Services and the FAST Development Center offer monthly computer training classes. Unless
otherwise stated, classes are held in CyberQuad, E. H. Butler Library 318. Please bring an IBM-formatted 3.5" disk, a pen, and paper. For a complete list of courses and registration information, visit http://bscintra.buffalostate.edu/registration. Contact Paul Reynolds at ext. 3361 or reynolap@buffalostate.edu with questions.
Class Registration
Internet Explorer 5.0 (or higher) is necessary for online registration. Enter the following information in the required fields:
PC Users
User Name: bsclogon\your user name (e.g., bsclogon\publicjq)
Password: your password
Mac Users
User ID: your user ID (e.g., publicjq)
Password: your password
Domain: bsclogon
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September Classes
Advance registration is required. Graduate assistants may attend workshops.
| Intermediate PowerPoint |
Thursday, September 2 |
1:00–3:00 p.m. |
| Web Templates for Administrative Offices* |
Friday, September 3 |
1:30–3:00 p.m. |
| Intermediate Access |
Tuesday, September 7 |
9:00–11:00 a.m. |
| Introduction to Excel |
Wednesday, September 8 |
9:00–11:00 a.m. |
| Mail Merge Using Word XP |
Tuesday, September 14 |
1:00–3:00 p.m. |
| Customizing Your Web Site for Search Engines* |
Wednesday, September 15 |
1:00–2:00 p.m. |
| Introduction to Adobe GoLive |
Tuesday, September 21 |
1:00–3:00 p.m. |
| Web Templates for Academic Departments* |
Thursday, September 23 |
9:30–11:00 a.m. |
| Web Templates for Administrative Offices* |
Tuesday, September 28 |
9:30–11:00 a.m. |
*Webmaster Certification course
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SkillSoft E-Learning
Faculty, staff, and students also may participate in SkillSoft, an online learning program that offers more than 800 courses and a variety of certificate programs that allow participants to demonstrate mastery of a set of skills.
More information about the SkillSoft E-Learning Program is available from the Human Resource Management Web site, www.buffalostate.edu/offices/hr. Employees also may register for courses on the site.
This month's SkillSoft courses may be taken in CyberQuad's Faculty/Staff Workroom, E. H. Butler Library 310, by appointment only; call Paul Reynolds at ext. 3361 for an appointment. Please check in at E. H. Butler Library 315 (CyberQuad) before starting. SkillSoft courses also are accessible from home.
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Webmaster Training and Web Templates
Web templates are now available for office and department use. The FAST Development Center and the College Relations Office offer a five-course sequential training program especially for Web template users. The course lineup consists of Writing for the Web, Using the Web Template
System, Introduction to HTML, Customizing Your Web Site for Search Engines, and Understanding Site Traffic Logs. Faculty and staff are welcome to take any or all of the five courses offered. Employees may review course descriptions and register at http://bscintra.buffalostate.edu/registration. Those who complete all five workshops will receive Webmaster Certification.
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SUNY Definition of Sexual Harassment in Employment and Educational Settings
Recent rulings by the federal courts have resulted in revised definitions of sexual harassment in employment settings. SUNY has adopted the following definitions of prohibited acts and behaviors.
Sexual harassment in the employment setting is defined as:
Unwelcome sexual advances, requests for sexual favors, or verbal or physical conduct of a sexual nature when any of the following occurs:
- Submission to such conduct is made a term of condition of an individual’s continued employment, promotion, or other condition of employment.
- Submission to or rejection of such conduct is used as a basis for employment decisions affecting an employee or job applicant.
- Such conduct is intended to interfere, or results in interference, with an employee’s work performance, or creates an intimidating, hostile, or offensive work environment.
Sexual harassment in the educational setting is defined as:
Unwelcome conduct of a sexual nature. Sexual harassment can include unwelcome sexual advances, requests for sexual favors, and other verbal, nonverbal, or physical conduct of a sexual nature. Sexual harassment of a student denies or limits, on the basis of sex, the student’s ability to participate in or receive benefits, services, or opportunities in the educational institution’s program.
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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 follows:
...Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment 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, we do not condone or tolerate any verbal or physical conduct that would constitute sexual harassment of any member of the college or college community. Buffalo State College 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 of 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 supervisor and subordinate. 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.
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II. Policy
It is the policy of Buffalo State College 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.
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 other 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.
- To 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.
- To disregard or fail to investigate allegations of sexual harassment whether reported by the employee or member of the college community who is the subject of the alleged harassment or a witness, or to fail to take immediate corrective action in the event misconduct has occurred.
It shall also 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 or conduct or communication that such conduct or communication is offensive and must stop.
- Aggrieved individuals who do not wish to communicate directly with the person whose conduct or communication is offensive, 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 anyone with supervisory authority, or failure by a supervisor to take immediate action on the individual's complaint, may also 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 Buffalo State College Complaint Procedure for the Review of Allegations of Unlawful Discrimination has specific timetables for filing complaints and a process for adjudicating the complaint. A copy of the procedure is available through the vice presidents, deans, and Equity and Campus Diversity offices.
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.
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 individuals' remedial measures that have been undertaken, 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.
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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.
Education and Training
Sexual harassment may range from sexual innuendoes made at inappropriate times, perhaps in the guise of humor, to coerce 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.
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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 a supervisory or executive capacity. Each is also encouraged to hold educational workshops and otherwise seek to sensitize persons within their areas of responsibility as to 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 laws and the 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
In the implementation of this policy, it is expected that questions may arise concerning the interpretation of the prohibitions against sexual harassment, grievance procedures, the methods and procedures to be followed in the investigation of complaints, and the appropriateness of specific solutions in disposition of complaints. For assistance in these matters, please contact Dolores E. Battle, senior adviser to the president for equity and campus diversity, Equity and Campus Diversity Office, Cleveland Hall 415, ext. 6210.
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College Policy on Consensual Sexual and Amorous Relations
Students should be free to develop relationships that supplement formal classroom instruction, and employees should be free to develop friendships and engage in social contact with supervisors and fellow employees. In most cases, social interaction among supervisors and employees, between fellow employees, and among faculty and staff members and students will benefit the entire academic community by promoting the interchange of ideas, building mutual trust and respect, facilitating communication, and reducing misunderstandings.
However, when a person in a position of power and authority abuses or appears to abuse that position, mutual trust and respect are lost and the academic environment suffers. Buffalo State College faculty, staff members, and supervisors exercise power and authority over Buffalo State College students and employees over whom they have current or potential evaluative, supervisory, instructional, or other professional responsibility. This inherent power imbalance makes consent within any sexual or amorous relationship between a supervisor and employee or between a faculty or staff member and student suspect, and may impede the real or perceived freedom of the student or employee to thereafter terminate or otherwise alter the relationship. The relationship may create real or apparent impropriety, loss of objectivity, and a conflict of interest in any evaluative, supervisory, instructional, or other professional role which the faculty or staff member may have, or may develop in relation to the student or employee, and may expose the individual faculty or staff member, as well as Buffalo State College, to possible legal charges and liability.
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Therefore, to avoid the breakdown of mutual trust and respect, this may result within the academic community from such sexual or amorous relationships,
It is the policy of Buffalo State College that:
- Commencement, upon either person's initiative, of a sexual or amorous relationship between a Buffalo State College faculty or staff member and a student with respect to whom such faculty or staff member has current professional responsibility shall be prohibited. Any Buffalo State College faculty or staff member who nevertheless engages in a sexual or amorous relationship shall be required to remove him or herself from any evaluation of the student and from any activity or decision which may or may appear to reward, penalize, or otherwise affect the student or student employee, and to otherwise take appropriate action to minimize any potential preferential or adverse consequences to the student, or to other members of the college community from any such sexual or amorous relationship. It shall also be the responsibility of the administrative head of the faculty or staff member's academic or administrative unit, if he or she is aware or made aware of the relationship, to assure that the foregoing steps are taken.
- In addition to being required to take the foregoing steps, any faculty or staff member who engages in a sexual or amorous relationship with a student or student employee shall be subject to but not limited to, counseling, reprimand, probation, suspension, and discharge, or other action consistent with applicable collective bargaining agreements, contracts, and procedures.
- A student shall not be subject to sanction for such a relationship. A student employee may be transferred from the position to a similar position, without demotion or other adverse effect on the benefits, terms, or conditions of employment and making alternative arrangements, if feasible, to prevent interference with educational opportunities, which gives the faculty or staff member current professional responsibility for the student.
- If such a relationship exists or existed before any current professional responsibility arose for the faculty or staff member in relation to the student, the faculty or staff member shall be prohibited from thereafter undertaking professional responsibility for the student with whom she/he has or has had a sexual or amorous relationship. In no case, however, shall such prohibition result in a demotion or otherwise adversely affect the benefits, terms, or conditions of employment. In the case of the student, reasonable alternative arrangements shall be made, if feasible, to prevent interference with educational opportunities.
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Sexual or amorous relationships between a faculty or staff member and a student to whom the faculty or staff member does not have a current professional responsibility are strongly discouraged.
Sexual or amorous relationships between a supervisor and a non-student employee to whom such supervisor has current or reasonable foreseeable professional responsibility are strongly discouraged. Where
such a relationship exists, previously existed, or develops, it shall be the responsibility of the supervisor and their supervisor, to remove the supervisor from any evaluation of the employee, and from any activity or decision which may or may appear to reward, penalize, or otherwise affect the employee, and to otherwise take appropriate action to minimize any potential preferential or adverse consequences to the employee or to other members of the college.
Sexual or amorous relationships between a faculty or staff member and a student to whom the faculty or staff member does not have a current professional responsibility are strongly discouraged.
Sexual or amorous relationships between a supervisor and a non-student employee to whom such supervisor has current or reasonable foreseeable professional responsibility are strongly discouraged. Where such a relationship exists, previously existed, or develops, it shall be the responsibility of the supervisor and their supervisor, to remove the supervisor from any evaluation of the employee, and from any activity or decision which may or may appear to reward, penalize, or otherwise affect the employee, and to otherwise take appropriate action to minimize any potential preferential or adverse consequences to the employee or to other members of the college community from any sexual or amorous relationship. An employee shall not be subject to sanction for such a relationship, but may be removed or transferred from a position (without demotion or adverse effect on the employee's benefits, terms or conditions of employment) which gives the supervisor the power to evaluate, reward, penalize, or otherwise affect the employee.
If a student or employee makes a complaint of sexual harassment against a faculty or staff member or supervisor which arises from a sexual or amorous relationship between the faculty or staff member and the student or employee, the faculty or staff member or supervisor charged with sexual harassment shall have the burden of proving by a preponderance of the evidence that the relationship was entirely consensual and uninfluenced by the faculty or staff member's or supervisor's professional relationship with the complainant. If a sexual harassment complaint, is made by a third person with respect to the sexual or amorous relationship of a faculty member or supervisor to a student or employee who is not the complainant, consent to the relationship between the faculty member or supervisor and the student or employee shall not constitute a defense to the third person's complaint, insofar as the allegations concerning the relationship between the faculty member or supervisor and student or employee support the complaint of the third person.
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Grievance Procedure
- This policy with respect to sexual and amorous relations should be enforced consistently but with a high degree of flexibility and discretion, with minimal intrusion upon the personal privacy of the participants and with initial reliance upon confidential counseling with an appropriate professional.
Any decision to impose sanctions should be made in light of the policy considerations set forth in Section A above, as they apply to the particular circumstances being considered.
Any person may make an inquiry or request for consultation to the Office of Equity and Campus Diversity concerning an alleged violation of this Policy, and any person may file a complaint alleging a violation of this Policy with the Equity and Campus Diversity Office, pursuant to the Buffalo State College Grievance Procedure for Review of Allegations of Discrimination.
Approved July 29, 1997
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