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Academic Police
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Non-Discrimination Policy
International Lordland University does not discriminate on the basis of race,
color, creed, sex, national origin, age, physical
disability, marital status, veteran status, personal
appearance, family responsibilities, political
affiliation, source of income, sexual preference, the
exercise of statutorily or constitutionally protected
rights, or on the basis of the exercise of conduct
consistent with the university's policy on academic
freedom in the administration of any of its educational
policies, programs, or activities, admissions policies
and procedures, scholarship and loan programs, or other
university administered programs. The university ensures
the rights of all individuals to equal employment
opportunity and excludes from its employment policies
any consideration not directly and substantively related
to merit and performance. The nondiscrimination policy
of the university is consistent with, implements the
statutory intent of, and provides procedures for
discrimination complaints under: • Sections
503 and 504 of the Rehabilitation Act of 1973 and 34 CFR
104 et seq. (pertaining to
handicap/disability); • Title VI of the Civil
Rights Act of 1964 and 34 CFR 100 et seq. (pertaining to
race, color and national origin);
• Title VII of the Civil Rights Act of 1964 and 29 CFR
1601 et seq. (pertaining to discrimination in
employment on the basis of race, color, religion, sex,
and national origin); • Title IX of the 1972
Education Amendments and 34 CFR 106 et seq. (pertaining
to sex); • The Age Discrimination in
Employment Act of 1975; and • The Americans
with Disabilities Act of 1990. In compliance with
section 402 of the Vietnam Era Veterans Readjustment Act
of 1974, the university does not discriminate against
any employees or applicants for employment because they
are special disabled veterans or veterans of the Vietnam
era, or because of their medical condition. In a
continuing effort to enrich its academic environment and
provide equal educational and employment opportunities,
the university subscribes to the fundamental importance
of a multi-cultural and diverse workforce and student
body and seeks to enhance the pluralism in its programs
and in the makeup of its student body, faculty and staff
by actively and encouraging applications from members of
all groups that are underrepresented in higher
education.
* Drug Free Workplace Policy
International Lordland University has a policy of maintaining
a Drug-free Workplace. All employees and students are
hereby notified that the unlawful manufacture,
distribution, dispensing, possession or use of a
controlled substance is prohibited in this institution's
workplace. The workplace is defined as any classrooms,
hallway, restroom, parking, or storage areas that are
connected to the main campus at 2551 Beverly Blvd, Los Angeles, California 90057. All students must sign a drug free
policy found in the administrative office during normal
office hours.
* Equal Opportunity/
Non-Discrimination Policy
All aspects of International Lordland University's programs will be administered in
compliance with Titles VI and VIII of the 1964 Civil
Rights Act; the Age Discrimination Act of 1975, as
amended; Sections 503 and 504 of the Rehabilitation Act
of 1973, as amended; the Americans with Disabilities Act
of 1990; Title IX of the Education Amendments of 1972.
No individual will be excluded from participation in,
denied benefits of, subjected to discrimination under or
denied employment in the administration of or in
connection with International Lordland University’s programs
because of race, color, age, disability, citizenship,
handicap or political affiliation. International Lordland University's commitment is that participation in any
program shall be open to citizens and nationals of the
United States, lawfully admitted refugees and parolees
and other individuals authorized by the Attorney General
to work in the United States. International Lordland University’s commitment is that no individual will be
intimidated, threatened, coerced, or discriminated
against because of filing a complaint, furnishing
information or assisting or participating in any manner
in an investigation, compliance review, hearing or any
other activity related to the administration of International Lordland University's programs.
* Sexual
Harassment Policy
Sexual Harassment is a violation of
Section 503 of Title VII of the Civil Rights Act of
1964. It is International Lordland University’s policy that
all its employees/ students have a right to work in an
environment free from sexual harassment in any form.
Such conduct (sexual harassment) may result in
disciplinary action up to and including termination. No
manager or supervisor(instructor) shall threaten or
insinuate, either explicitly or otherwise to an
employee/student that refusal to submit to sexual
advances will adversely affect employees’'/students’'
employment, assignment, promotion, transfer, evaluation,
wages, or any other term or condition of
employment/enrollment.
Sexual Harassment is
defined as: •. Unwelcomed physical or verbal
contact; • Sexually explicit language or
gestures; • Uninvited or unwanted sexual
advances; • An offensive overall environment,
including the use of vulgar language, the presence of
sexually explicit photographs or other materials, and
the telling of sexual stories or jokes. No
employee/student shall threaten or insinuate, either
explicitly or otherwise that refusal to submit to sexual
advances will adversely affect the entrance or
participation in a program. International Lordland University
prohibits other sexually harassing conduct in the
workplace/university, whether committed by supervisors,
nonsupervisory employees, subcontractors, students, or
vendors. This includes: repeated sexual advances,
propositions, unwanted flirtations, continual or
repeated verbal abuse of a sexual nature; graphic verbal
commentaries about a person’s body; gestures; or the
display in the workplace/ university of sexually
suggestive objects or pictures. Any employee/student
who believes that he/she has been a victim of sexual
harassment in the workplace/university should notify
his/her supervisor and follow the grievance procedures
provided by this organization for the filing of sexual
harassment complaints.
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