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Campus Safety

Statement of Current Policies Concerning Campus Law


Harassment Policy *
Albany Medical Center (“Center”) is committed to maintaining a discrimination-free environment that encourages respect for the dignity of each individual.

Discrimination in higher education and the workplace is prohibited. The Center endeavors to maintain an academic and work environment free from unlawful Harassment based on gender, race, color, religion, national origin, ancestry, age, marital status, sexual orientation, pregnancy, physical or mental disability, citizenship, veteran status, or any other class protected by federal, state or local laws (“Harassment”). This policy applies to the workplace during normal business hours, to all work related social functions, whether on or off Center premises, to business related travel, and to all classrooms and student areas. Should such Harassment occur, the Center will take appropriate remedial action to prevent its continuation or recurrence. In addition, the Center will endeavor to prevent the Harassment of its employees and students by persons who are not employees of the Center, but who are on the Center's premises or who are doing business with or for the Center.

Harassment is unlawful and will not be tolerated.  Any individual found to have engaged in Harassment will be subject to disciplinary action, up to and including termination of employment.

The Center will not permit retaliation of any kind against anyone who complains about Harassment, furnishes information or participates in any manner in an investigation of a Harassment complaint.  Such retaliation is unlawful and will not be tolerated.  Any individual found to have engaged in retaliation will be subject to disciplinary action, up to and including termination of employment.

Complaint and Reporting Procedure:

Albany Medical College Students:
An Albany Medical College student who believes he or she is being harassed, or, who witnesses what he or she believes is Harassment has an obligation to report such Harassment to his or her department chairperson, or the Vice Dean if the complaint involves the department chairperson. If the student believes the chairperson is not taking appropriate action, the student should report this inaction to the Vice Dean. Chairs are required to inform the Vice Dean of all Harassment complaints. Investigation of all complaints, either formal or informal, will be conducted according to the Albany Medical College's policy on Harassment and procedure for handling complaints and the results will be communicated to the reporting student.

All persons involved in the complaint and the investigation will keep all information related to the complaint and the investigation confidential to the maximum extent possible. This means all persons involved will share such information only with persons who have a need to know.

Any student who has been found to have harassed any employee or student will be subject to disciplinary action up to and including expulsion.   Retaliation against a student for reporting or acting as a witness to Harassment is illegal and will not be tolerated.  Students alleging Harassment or acting as witnesses to Harassment will be advised to make AMC educational program officials aware of any conduct they experience that may be considered retaliatory.  In the event that a fellow student, employee, or instructor has been disciplined for Harassment, the fellow student, employee or instructor will be warned that any retaliatory conduct toward the complaining student or witnesses will lead to additional discipline.  However, any student found to have made a Harassment charge that is intentionally dishonest or malicious will be subject to disciplinary action up to and including expulsion.

All Employees and Applicants for Employment:
An employee or applicant for employment who believes he or she is being harassed, or, who witnesses what he or she believes is Harassment, has an obligation to report such Harassment to his or her immediate manager, acting manager, or to the Human Resources Department if the complaint involves the manager.  If the employee believes the manager is not taking appropriate action, the employee should report this inaction to the Human Resources Department.  Managers are required to inform the Human Resources Department of all Harassment complaints.  An investigation of all complaints, either formal or informal, will be conducted.  The investigation will include:

  • Identifying and stopping the offending behavior, including preventing any retaliation for reporting such behavior or acting as a witness;
  • Interviewing all relevant witnesses and documenting findings;
  • Communicating a summary of the relevant findings to the reporting employee, applicant, student and/or the person(s) subjected to the harassment.

All persons involved in the complaint and the investigation will keep all information related to the complaint and the investigation confidential to the maximum extent possible.  This means all persons involved will share such information only with persons who have a need to know.

Any manager or employee who has been found by the Center to have harassed an employee, applicant, patient or visitor will be subject to corrective action, up to and including discharge.  Retaliation against a manager or employee for reporting or acting as a witness to Harassment is illegal and will not be tolerated.  An employee alleging Harassment or acting as a witness to Harassment will be advised to make management aware of any conduct they experience that may be considered retaliatory.  In the event that a co-worker or manager has been disciplined for Harassment, the co-worker or manager will be warned that any retaliatory conduct toward the complaining employee or witnesses will lead to additional discipline.  However, any manager or employee found by the Center to have made a Harassment charge that is intentionally dishonest or malicious will be subject to corrective action, up to and including discharge.


Alcohol and Drugs in the Workplace / Classroom*
In support of a safe, drug free workplace, drug testing and criminal background checks are part of our hiring process. Albany Medical Center reserves the right to conduct random drug testing as needed or required by law to do so.

It is the policy of Albany Medical Center and all components and subsidiaries (hereinafter the “Center”) that the unlawful or unauthorized manufacture, distribution, sale, dispensation, possession or illegal use of drugs, or the use of alcohol in a manner which impacts the ability of the employee to perform the essential functions of his/her job, is prohibited in the workplace, and, in the classroom. Faculty, staff and students must not report for duty under the unlawful or unauthorized influence of a drug or alcoholic beverage.  Also, depending upon the individual facts and circumstances of each case, off-site drug or alcohol use, or offsite drug or alcohol-related arrests or criminal convictions, may violate the Center’s policies and could lead to corrective action up to and including termination of employment.
 
Faculty and staff will be required as a condition of continued employment by the Center to notify their manager in writing of any drug or alcohol statute conviction for a violation occurring in the workplace or off-site no later than five (5) calendar days after such conviction.  Students also will be required as a condition of their continued affiliation with the Medical College or any affiliated academic program sponsored by the Medical Center to notify the Dean, in writing, within five (5) calendar days of a drug or alcohol-related conviction for violations occurring either on or off campus.

Any employee/student unlawfully or unauthorizedly possessing drug(s) or alcoholic beverages(s), or using, dispensing and/or selling these items on Center premises at any time will be subject to corrective action, up to and including termination/expulsion.  This corrective action will be pursued in accordance with Human Resources Policies and Procedures or the Student Honor Code.

Employee Health Services is available as a resource to all faculty, staff and students and their physicians (without compromising the physician/patient relationship) to determine what effects, if any, a prescribed drug could pose as a potential safety risk to the employee/student as he/she carries out assigned tasks.

The Center’s Employee Assistance Program (EAP) is available to all faculty, staff and students experiencing problems resulting from drug/alcohol abuse or dependency.  The services of the EAP will be treated privately and discreetly, according to established EAP guidelines, and will have no influence on performance appraisals.  Actual job performance/academic performance, not the fact that the employee/student seeks counseling, is to be the basis of all appraisals.

Any employee/student seeking rehabilitation for substance abuse will be eligible to apply for a medical leave of absence.  The individuals and their manager/Dean should coordinate their efforts through EAP.  Before applying for permission to return to work/class, the employee/student must present a release from his/her physician and have been cleared through Employee Health Services.

 


 
*Please note: The College has no recognized off campus student organizations such as fraternities or sororities, and therefore it has no policy regarding student criminal activities at such organizations.


 

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