University Policies
Alcohol and Drug Abuse and a Drug-Free Environment
Johns Hopkins University recognizes that alcoholism and other drug addictions are illnesses that are not easily resolved by personal effort and may require professional assistance and treatment. Faculty, staff, and students with alcohol or other drug problems are encouraged to take advantage of the diagnostic, referral, counseling, and preventive services available throughout the university. Procedures have been developed to assure confidentiality of participation, program files, and medical records generated in the course of these services.
Substance or alcohol abuse does not excuse faculty, staff, or students from fulfilling their employment or academic responsibilities. Individuals whose work or academic performance is impaired as the result of the use or abuse of alcohol or other drugs may be required to participate in an appropriate diagnostic evaluation and treatment plan. Further, use of alcohol or other drugs in situations off campus or removed from university activities that in any way impairs work performance is treated as misconduct on campus. Students are prohibited from engaging in the unlawful possession, use, or distribution of alcohol or other drugs on university property or as a part of university activities.
It is the policy of Johns Hopkins University that the unlawful manufacture, distribution, dispensation, possession, or use of controlled substances is prohibited on the university property or as a part of university activities. Individuals who possess, use, manufacture, or illegally distribute drugs or controlled dangerous substances are subject to university disciplinary action, as well as possible referral for criminal prosecution. Such disciplinary action of faculty and staff may, in accordance with the university policy on alcohol abuse and maintenance of a drug-free workplace, range from a minimum of a three-day suspension without pay to termination of university employment. Disciplinary action against a student may include expulsion from school.
As a condition of employment, each faculty and staff member and student employee must agree to abide by the university Drug-Free Workplace Policy, and to notify the divisional human resources director of any criminal conviction related to drug activity in the workplace (which includes any location where one is in the performance of duties) within five days after such conviction. If the individual is supported by a federal grant or contract, the university will notify the supporting government agency within 10 days after the notice is received.
Nondiscrimination Policy for Students
Johns Hopkins University is committed to recruiting, supporting, and fostering a diverse community of outstanding faculty, staff, and students. As such, Johns Hopkins does not discriminate on the basis of gender, marital status, pregnancy, race, color, ethnicity, national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, or other legally protected characteristic in any student program or activity administered by the university or with regard to admission or employment. Defense Department discrimination in ROTC programs on the basis of sexual orientation conflicts with this university policy. The university continues its ROTC program, but encourages a change in the Defense Department Policy.
Questions regarding access to programs following Title VI, Title IX, and Section 504 should be referred to the Office for Institutional Equity for the university, Garland Hall, Homewood campus, 410-516-8075/410-516-6225 (TTY).
Policy Addressing Campus Violence
The Johns Hopkins University is committed to providing a learning and working environment that is safe for all members of the university community. The university will not tolerate violent acts on its campuses, at off-campus locations administered by the university, or in its programs. This policy of "zero tolerance" extends not only to actual violent conduct but also to verbal threats and intimidation, whether by students, faculty, staff, or visitors to the university.
The university urges individuals who have experienced or witnessed incidents of violence to report them to campus security. Alternatively, students are urged to report concerns about violence to the divisional office responsible for student matters, faculty to the divisional office responsible for faculty matters, and staff to the applicable human resources offices. The university will not permit retaliation against anyone who, in good faith, brings a complaint of campus violence or serves as a witness in the investigation of a complaint of campus violence. Carey Business School students should report such acts of violence to the Student and Alumni Relations Office at 410-516-9739/1-800-811-7585, option 6.
Privacy Rights of Students (FERPA)
The academic record includes all documents related to an individual student such as application for admission, letters of recommendation, etc., as well as the record of academic performance commonly referred to as the transcript.
- Retention of student records is dependent on an individual's student status within the Carey Business School
- Records for individuals who are denied admission are retained for a period of one year
- Records for students who are admitted to a program but do not register for courses are retained for a period of one year.
- Records for students who are admitted to a program, enroll, but do not complete the program and do not graduate are retained for six years after the last term of enrollment
Records for students who are admitted to a program and graduate from that program are retained permanently.
Transcript records are archived permanently in the Registrar's Office. Documentation pertaining to registration is held only for a period of five years. If any questions should arise regarding documentation of enrollment in a course beyond that five-year period, it will be the student's responsibility to produce proper documentation to support any claim for a change to their record.
Sexual Assault
The Johns Hopkins University is committed to providing a safe educational and working environment for its faculty, staff, and students. The university is particularly concerned about the increase in reports of sexual offenses occurring on the nations' campuses. The university has adopted a policy addressing sexual assaults and offenses involving sexual violence in order to inform faculty, staff, and students of their rights in the event they are involved in an assault, and of the services available to victims of such offenses. Members of the university community who are the victims of, or who have knowledge of, a sexual assault occurring on university property, or occurring in the course of a university-sponsored activity, or perpetrated by a member of the university community, are urged to report the incident to campus authorities promptly.
Persons who are victims of sexual assault will be advised by campus security of their option to file criminal charges with local police of the jurisdiction where the sexual assault occurred. Campus security and the Office of the General Counsel will provide assistance to a complainant wishing to reach law enforcement authorities.
A victim of an assault on university property should immediately notify campus security who will arrange for transportation to the nearest hospital. In Baltimore City, persons who have been sexually assaulted will be taken to one of the three hospitals designated as rape treatment centers: Mercy Hospital, 301 St. Paul Place (410-332-9000); University of Maryland Hospital, 22 S. Greene St. (410-328-8667); and Johns Hopkins Bayview Medical Center, 4940 Eastern Avenue (410-550-0100). These hospitals are equipped with the State Police Sexual Assault Evidence Collection Kit. For all questions on sexual assault and to receive assistance, including information on treatment centers located outside of Baltimore, please contact the Carey Business School's Student and Alumni Relations Office at 410-516-9739 or at careystudentalumni@jhu.edu.
The university will provide counseling to any member of the Hopkins community who is a victim of a sexual assault, and also will provide information about other victim services. Students can seek the assistance of counseling through their divisional counseling offices, and members of the faculty and staff can seek assistance through the Faculty and Staff Assistance Program (FASAP), 443-997-3800.
A student who is a victim of sexual assault may request a transfer to alternative classes or housing if necessary to allay concerns about security. The university will try to accommodate the request if such classes are reasonably available.
Persons who are the victims of sexual assault also may pursue internal university disciplinary action against the perpetrator. The university's disciplinary process may be initiated by bringing a complaint of sexual assault to the attention of a dean, department chairman or director, supervisor, divisional personnel office, or security office. The university's Affirmative Action officer also is available to render assistance to any complainant. Allegations of sexual assault will be investigated by the appropriate security offices and any other offices whose assistance may be valuable for gathering evidence.
The university reserves the right to independently discipline any member of the student body, staff or faculty who has committed a sexual or other assault whether or not the victim is a member of the university community and whether or not criminal charges are pending. Disciplinary actions against students accused of sexual assaults will be processed by the appropriate student affairs office of the school or campus attended by the accused student in accordance with established disciplinary procedures pertaining to the school in which the student is enrolled. Disciplinary actions against staff members will be governed by the procedures set out in the university's personnel policies. Disciplinary actions against members of the faculty will be processed by the offices of dean of the appropriate academic division according to the procedures established by that division.
Both a complainant and the person accused of a sexual assault will be afforded the same opportunity to have others present during a university disciplinary proceeding. Attorneys, however, will not be permitted to personally participate in university disciplinary proceedings. Both the complainant and the accused will be informed of the resolution of any university disciplinary proceeding arising from a charge that a sexual assault has been committed.
The disciplinary measures which may be imposed for a sexual assault will vary according to the severity of the conduct, and may include expulsion of a student from the university and termination of the employment of a member of the staff or faculty.
Sexual Harassment Prevention and Resolution Program
Preamble
The Johns Hopkins University is committed to providing its staff, faculty and students the opportunity to pursue excellence in their academic and professional endeavors. This opportunity can exist only when each member of our community is assured an atmosphere of mutual respect. The free and open exchange of ideas is fundamental to the university's purpose. It is not the university's intent in promulgating this policy to inhibit free speech or the free communication of ideas by members of the academic community.
Policy Against Discriminatory Harassment
1. The university is committed to maintaining learning and working environments that are free from all forms of harassment and discrimination. Accordingly, harassment based on an individual's gender, marital status, pregnancy, race, color, ethnicity, national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, or other legally protected characteristic is prohibited. The university will not tolerate harassment, sexual harassment or retaliation in the workplace or educational environment whether committed by faculty, staff, or students, or by visitors to Hopkins while they are on campus. Each member of the community is responsible for fostering civility, for being familiar with this policy, and for refraining from conduct that violates this policy.
2. For purposes of this policy, harassment is defined as:
a) any type of behavior which is based on gender, marital status, pregnancy, race, color, ethnicity, national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, that
b) is so severe or pervasive that it interferes with an individual's work or academic performance or creates an intimidating, hostile or offensive working or academic environment.
Harassment when directed at an individual because of his/her gender, marital status, pregnancy, race, color, ethnicity, national origin, age, disability, religion, sexual orientation, gender identity or expression, personal appearance, veteran status, or any other legally protected characteristic may include, but is not limited to: unwanted physical contact; use of epithets, inappropriate jokes, comments or innuendos; obscene or harassing telephone calls, e-mails, letters, notes or other forms of communication; and, any conduct that may create a hostile working or academic environment.
Sexual harassment, whether between people of different sexes or the same sex, is defined to include, but is not limited to, unwelcome sexual advances, requests for sexual favors, and other behavior of a sexual nature when:
a) submission to such conduct is made implicitly or explicitly a term or condition of an individual's employment or participation in an education program
(b) submission to or rejection of such conduct by an individual is used as the basis for personnel decisions or for academic evaluation or advancement, or
such conduct has the purpose or effect of unreasonably interfering with an individual's work or academic performance or creates an intimidating, hostile or offensive working or educational environment
Sexual harassment may include, but is not limited to: unwelcome sexual advances; demands/threats for sexual favors or actions; posting, distributing, or displaying sexual pictures or objects; suggestive g\estures, sounds or stares; unwelcome physical contact; sending/forwarding inappropriate e-mails of a sexual or offensive nature; inappropriate jokes, comments or innuendos of a sexual nature; obscene or harassing telephone calls, e-mails, letters, notes or other forms of communication; and any conduct of a sexual nature that may create a hostile working or educational environment.
5. Retaliation against an individual who complains of discriminatory harassment under this policy, is strictly prohibited. Intentionally making a false accusation of harassment is also prohibited.
Responsibilities Under this Policy
The university is committed to enforcement of this policy. Individuals who are found to have violated this policy will be subject to the full range of sanctions, up to and including termination of his/her university affiliation.
1. All individuals are expected to conduct themselves in a manner consistent with this policy.
2. Staff, faculty and/or students who believe that they have been subject to discriminatory harassment are encouraged to report, as soon as possible, their concerns to the Office of Institutional Equity, their supervisors, divisional human resources or the office of the dean of their school. The university provides a network of confidential consultants by which individuals can discuss concerns related to discriminatory harassment.
3. Individuals who witness what they believe may be discriminatory harassment of another are encouraged to report their concerns as soon as possible to the Office of Institutional Equity, their supervisors, divisional human resources or the office of the dean of their school.
4. Complainants are assured that reports of harassment will be treated in a confidential manner, within the bounds of the university's legal obligation to respond appropriately to any and all allegations of harassment.
5. Managers, including faculty managers, who receive reports of harassment should contact human resources or the Office of Institutional Equity for assistance in investigating and resolving the issue.
6. Managers, including faculty managers, are required to implement corrective action where, after completing the investigation, it is determined corrective action is indicated.
7. The university administration is responsible for ensuring the consistent application of this policy.
Procedures for Discrimination Complaints Brought Within Hopkins
Inquiries regarding procedures on discrimination complaints may be directed to the Vice Provost for Institutional Equity, or the Director for Equity Compliance & Education, Garland Hall, 130, Homewood Campus, 410-516-8075, 410-516-6225 (TTY).
Photography and Film Rights Policy
The Johns Hopkins University reserves the right from time to time to film or take photographs of faculty, staff, and students engaged in teaching, research, clinical practices, and other activities, as well as casual and portrait photography or film. These photographs and films will be used in such publications as catalogs, posters, advertisements, and recruitment and development materials, as well as on the university's Web site, for various videos, or for distribution to local, state, or national media for promotional purposes. Classes will be photographed only with the permission of the faculty member.
Such photographs and film-including digital media-which will be kept in the files and archives of Johns Hopkins University, will remain available for use by the university without time limitations or restrictions. Faculty, students, and staff are made aware by virtue of this policy that the university reserves the right to alter photography and film for creative purposes.
Faculty, students, and staff who do not want their photographs used in the manner(s) described in this policy statement should contact the Johns Hopkins University Office of Communications and Public Affairs at 443-287-9900.
Faculty and students are advised that persons in public places are deemed by law to have no expectation of privacy and are subject to being photographed by third parties. Johns Hopkins University has no control over the use of photographs or film taken by third parties, including, without limitation, the news media covering university activities.
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