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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. |
