Catalog 2016-2017


Harassment Policy

It is the policy of Western International University that the employment and educational environment at all campuses is free of all forms of improper or unlawful harassment including sexual harassment or sexually offensive conduct. Faculty, staff, or student conduct that violates this policy includes, but is not limited to, the following:

1. Unwelcome or unwanted sexual advances

2. Requests for sexual favors

3. Any overt or subtle suggestion that a grade or other academic achievement is dependent upon granting sexual favors or submitting to sexual requests

4. Unwelcome physical contact, including patting, pinching, hugging, kissing, fondling, etc.

5. Offensive conduct, verbal or written, including sexually explicit jokes, comments, innuendo, or other tasteless action that would offend a reasonably sensitive person

6. The displaying of sexually offensive pictures, posters, illustrations, or objects

7. Slurs, jokes, or ridicule based on race, ethnic or national origin, religion, gender, or disability

In addition to sexual harassment or discrimination, it is illegal and against the policies of the University for any employee, faculty member, or student to harass another employee, faculty member, or student based on ethnicity, race, national origin, religion, sex (including pregnancy or parenting), sexual orientation, gender identity, age, disability, veteran status, or any other category protected by federal, state, or local law. Such harassment and/or discrimination may include derogatory remarks, epithets, offensive jokes, the display of offensive printed or visual material, or offensive physical actions that unreasonably interfere with an individual's work or classroom performance or create an abusive work or classroom environment. 

Conduct deemed to be in violation of this policy is prohibited and will not be tolerated by the University. Retaliation, in any form, against the person raising such a concern will also not be tolerated by the University. 

Policy Violation Procedures

Students, faculty, or staff alleging harassment must present their grievance within six (6) weeks after the incident that gave rise to the allegations. 

1. Allegations of sexual harassment must be presented to Christopher Davis, Ph.D., Provost and Title IX Coordinator:



4025 S Riverpoint Parkway
Mailstop CF-SX01
Phoenix, AZ 85040
(602) 429-1099
TitleIX@west.edu 

a. The Title IX Coordinator or their designee will manage efforts to conduct a prompt, thorough, and impartial investigation and make a determination on whether the party presented a factual connection between the allegation of harassment and the alleged actions.

b. If the Title IX Coordinator finds that there is a factual connection between the allegation of harassment and the alleged actions, then one of the following procedures will be followed:

i. If the accusation is against a faculty member, then the Faculty Code of Conduct procedures apply.

ii. If the accusation is against a student, then the Student Code of Conduct procedures apply.

iii. If the accusation is against an employee, then the Title IX Coordinator or their designee will contact Human Resources, and Human Resources policies for processing claims of discrimination will be followed.

c. In instances where it is determined that a formal process is not appropriate, the student, faculty, or  employee may be warned or counseled regarding the allegation.

d. Timeframe for Conducting Title IX complaints:

i. Investigation – A prompt, thorough, and impartial investigation will be conducted within 60 days barring any unusual complexity.

ii. Opposing parties will receive notice of the outcome of the complaint within 30 days of the close of the investigation barring any unusual complexity.

iii. Opposing parties shall be afforded the opportunity to appeal within 10 days of receiving notice of the outcome.

2. All other harassment claims must be presented to the Associate Registrar, or respective designee.

a. Associate Registrar, or respective designee will conduct a prompt, thorough, and impartial investigation, and make a determination on whether the student presented a factual connection between allegation of harassment and alleged actions.

b. If the appropriate director/associate director or designee finds that there is a factual connection between the allegation of harassment and the alleged actions, then one of the following procedures will be followed:

i. If the accusation is against a faculty member, then the Faculty Code of Conduct procedures apply.

ii. If the accusation is against a student, then the Student Code of Conduct procedures apply.

iii. If the accusation is against an employee, then the appropriate campus director or their designee will contact Human Resources, and Human Resources policies for processing claims of harassment will be followed.

c. In instances where it is determined that a formal process is not appropriate, the student, faculty, or employee may be warned or counseled regarding the allegation.