Finance & Business: News:FB Intolerance Policy

Statement on Acts of Intolerance

There will be no verbal or written personal attacks on any individual or group of individuals based on age, ancestry, color, disability or handicap, national origin, race, religious creed, sex, sexual orientation, gender identity, or veteran’s status. All employees are required to treat each other and all of the University community with respect and courtesy. Examples of unacceptable behavior include but are not limited to such actions as:

1. Email sent with any degradation of any individual or group of individuals based on race, culture, religion, sexual orientation, gender identity, or other group associations.


2. Racial or sexual jokes told while on the job.


3. Any communication whether verbal or written meant to deny any University benefit to any individual or group of individuals based on race, culture, religion, sexual orientation, gender identity, or other group associations.


4. Email that includes a personal attack on any individual.


5. Verbal communication that discriminates or includes derogatory language against an individual because of race, culture, religion, or sexual orientation, or gender identity.


6. Joke or verbal comments which degrades an individual because of sexual orientation or gender identity.


7. Personal verbal attacks against a person that includes any derogatory comment in relation to race, sexual orientation, or gender identity, when that individual is not present.


8. Obvious physical gestures of disapproval behind the back of or in the presence of any individual because of sexual orientation, gender identity, race, religion, or disability.


9. Insulting verbal comments or play-acting in relationship to physical characteristics of any individual or group of individuals.


10. Any kind of verbal or written communication that includes racial slurs, unkind language or other insulting nicknames or names.

It is not acceptable to deny any individual any opportunity or benefit authorized by the University or Finance & Business based on age, ancestry, color, disability or handicap, national origin, race, religious creed, sex, sexual orientation, gender identity, or veteran’s status. Examples of unacceptable acts include but are not limited to the following:

1. To deny an individual a job promotion based on gender.
2. To deny an individual travel opportunity based on an individual’s sexual orientation or gender identity.
3. To exclude an individual from participation in a project because of race.
4. To exclude an individual from an all-inclusive event such as a holiday lunch, office celebration or other event because of sexual orientation or gender identity.
5. To deny an individual a work opportunity because of perceived gender ability differences.
6. To deny an individual benefits or awards based on a person’s sexual orientation or gender identity.

It is not acceptable to treat work colleagues in a disrespectful manner in order to create a hostile environment. Examples include but are not limited to:

1. Leaving intimating or derogatory newspaper articles in an anonymous fashion to tease or harass an individual.
2. Continual teasing of an individual or group of individuals in a mean-spirited manner.
3. Isolating an employee from group work activities.
4. Sending or leaving anonymous notes that harasses individuals based on sexual orientation or gender identity.
5. Making verbal comments of a sexual manner or any physical advances.
6. Physical contact in any hostile or threatening manner.
7. Ganging up against an individual or group of individuals because of personality conflicts or past issues.

University employees are prohibited by University policy and by state and federal law from engaging in behaviors, which create an offensive, hostile or intimidating working environment. These behaviors interfere with and undermine the respect and trust that must exist between co-workers in order to maintain a positive and productive work environment. As a University employee, each person is responsible for establishing and maintaining a professional relationship with others in full compliance with University policies and applicable laws.

Process to Report Acts of Intolerance
The following is the process to report any situations similar to the above or other forms of harassment, intolerance, or intimidation.

1. Speak up whenever you feel harassed or offended, unless you feel uncomfortable.
2. Document any events as much as possible to include time, individuals involved or present, date and description.
3. Report the incident or environment to your immediate supervisor. If for any reason you are fearful or uncomfortable with reporting any incident or discussing climate issues with your supervisor, please contact any of the individuals listed as Diversity Contacts or the Sexual Harassment Contacts.
4. Supervisors should contact any of the Diversity or Sexual Harassment Contact individuals for assistance in addressing a situation reported by an employee:



5. Diversity Contacts

Lydia Abdullah	814-865-7641
University Budget Office
Duane Bullock	814-865-5417
Supplier Diversity
Sharon Corl	814-865-2701
Office of Physical Plant - Technical Services
Vernon Davis	814-863-2520
Office of Physical Plant
Carol Eicher	814-863-5071
Office of Human Resources
Mary Jane Fisher	814-865-7642
University Budget Office
Steve Hayes	814-865-1387
Office of Human Resources
Sharon Lucas	814-863-9150
Office of Investment Management
Phillip Melnick	814-865-7027
Office of Physical Plant
Jonathan McVerry	814-867-0037
Auxiliary & Business Services
Judy Mudgett	814-865-1288
Internal Audit
Tyrone Parham	814-863-5458
University Police
Susan Rutan	814-863-0671
Office of Physical Plant – Human Resources
Roseann Sieminski	814-865-6528
Office of the Corporate Controller
Jayashree Sonti	814-863-9150
Investment Operations
Michael Zimmerman	814-863-4694
Finance & Business Central Office



Sexual Harassment Contacts:
Visit the following Web address for a complete list of contacts: http://www.psu.edu/dept/aaoffice/sexresources.htm


6. Following contact with one of the above individuals the process shall be as follows:


• Confidential discussion with employee/employees and Diversity Contact.
• Discussion of possible action plan, recommendations and alternatives with employee/employees.
• Diversity Contact discusses situation, plans, and recommendations with Supervisor, Manager and/or Director.
• Final action plan may be reviewed with Senior Vice President.
• Implement recommended actions and review action plans with employee/employees.
• Notify employee/employees when corrective action has occurred.
• Schedule follow-up review to verify that the situation is corrected or improved and to assure that there has been no reprisal to any employees in relation to reporting acts of harassment or intolerance.
• NOTE: Any action taken will be in compliance with University policies and applicable University-Union agreement.


7. Any employee who for any reason does not want to discuss situations of intolerance or harassment with anyone in Finance & Business is encouraged to contact their HR Representative, the Affirmative Action Office located in 328 Boucke (863-0471), or Employee Relations at 865-1412.

The Pennsylvania State University

Office of Senior Vice President for Finance and Business/Treasurer
208 Old Main • University Park PA • 16802-1503 • 814-865-6574

For questions about Finance and Business,
please contact Kimberly Belcher at
814-865-6574 or kjb30@psu.edu.

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Wendy Jones at 814-863-8277 or wxj6@psu.edu

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This page was last updated on Friday, May 08, 2009.