Campus Resources

Human Resources

Discrimination

Policy
It has been and remains the policy of Saint Joseph’s University ("SJU" or "the University") to prohibit discrimination which includes discrimination on the basis of sex/gender, race, age of 40 or over, color, religion, national origin, ethnic origin, sexual orientation, disability, marital status, military leave, veteran status and any other status protected by law. All forms of discrimination are equally egregious. Discrimination is detrimental not only to the individual involved, but to the entire SJU community. SJU embraces diversity which is important in an academic community. On the other hand, allegations of discrimination are serious and can be extremely harmful to the alleged offender. Accordingly, such allegations should only be made in good faith.

SJU is a Catholic and Jesuit university whose Catholic identity springs from its historical relationship with the Roman Catholic Church and its embodiment of the great traditions of Catholic life and culture. SJU was founded and staffed by members of the Society of Jesus and preserves its character as a religiously affiliated institution through its close relationship with the Society. Accordingly, special consideration may be given to qualified members of the Society of Jesus for faculty and administrative positions.

Definitions

1. Discrimination

Discrimination includes the denial of academic or employment opportunities, and differentiation in terms and conditions of employment based upon sex/gender, race, age of 40 and over, color, religion, national origin, ethnic origin, sexual orientation, disability, marital status, military leave, veteran status and any other status protected by law, except where there is a bona fide occupational qualification which justifies a differentiation. Examples of unacceptable conduct include decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex/gender, race, age, color, religion, national origin, ethnic origin, sexual orientation, disability, marital status, military leave, veteran status and any other status protected by law. The use of insulting epithets, ethnic slurs or nicknames, the display of insulting or offensive cartoons, pictures, slogans or symbols, intimidation through physical acts or threats of violence because of someone’s sex/gender, race, age, color, religion, national origin, ethnic origin, sexual orientation, disability, marital status, military leave, veteran status and any other status protected by law are likewise unacceptable.

2. Disabilities

A person is disabled if s/he has a mental or physical impairment that substantially limits one or more major life activities, has a record of such an impairment or is regarded as having such an impairment. Not all medical conditions are disabilities; in addition, a person with a disability that is overcome, for example, by the use of medication, may not be considered a disabled person under the law, depending on the circumstances. A person with a disability must be able to fulfill the requirements of his/her position at the University. A "qualified person with a disability" means an individual with a disability who, with or without a reasonable accommodation, can perform the essential functions of the position s/he holds or wishes to hold within the University.

Accommodating Individuals With Disabilities
The University will provide applicants and members of the SJU community with reasonable accommodation, except where such an accommodation would create an undue hardship. Some guidelines follow:
  1. Anyone who needs an accommodation because of a disability that limits a major life activity should provide notice as soon as possible. Notice should be given by faculty to the respective Dean and the Director of Human Resources and by administrators, professionals, staff and student workers to the Director of Human Resources.
  2. A dialogue will occur with the person requesting the accommodation to identify and implement an appropriate accommodation if one is possible. This may involve discussion with the individual’s physician and/or a physician engaged by SJU, as well as other persons whose involvement may be necessary. The individual may be asked to present medical certification of his/her condition and any limitations. The goal of this process is to reach a solution that will enable the individual to fulfill his/her role at the University, without causing undue hardship.

Right to Address Claims Promptly
Consistent with the applicable law, SJU reserves the right to take appropriate action to address claims of discrimination. Such action may be taken at any time, regardless of the status of any University appeal or grievance process. This policy shall not be deemed to abrogate any rights or responsibilities of faculty members under the faculty handbook, administrators and professionals under the administrators and professionals handbook and staff members under the staff handbook.

Third-Party Discrimination
SJU does not tolerate discrimination by a third-party (i.e., a non-member of the SJU community, e.g., vendors, salespeople or potential business associates). Anyone who is subject to such discrimination should report the incident promptly to the University’s Equal Employment Opportunity Officer.

Non-Retaliation
There shall be no retaliation against anyone who makes a good faith complaint of discrimination or against any other person who opposes discrimination or participates in good faith in an inquiry involving a complaint of discrimination.