Standard on Student Harassment and Abuse

Standard on Student Harassment and Abuse
Standards of Teacher-Learner Relationships

The University’s guarantees of academic freedom presuppose that members of the faculty will act in a professionally responsible manner. The University expects that members of the faculty will be governed by the American Association of University Professors Statement on Professional Ethics (1987) which declares:

“II. As teachers, professors encourage the free pursuit of learning in their students. They hold before them the best scholarly standards of their discipline. Professors demonstrate respect for students as individuals, and adhere to their proper roles as intellectual guides and counselors. Professors make every reasonable effort to foster honest academic conduct and to assure that their evaluation of students reflect each student’s true merit. They respect the confidential nature of the relationship between professor and student. They avoid any exploitation, harassment or disciplinary treatment of students. They acknowledge significant academic or scholarly assistance from them. They protect their academic freedom.”

In like fashion, medical students are expected to adhere to high standards of professional conduct. Students are to make very effort to behave respectfully towards faculty, staff, and peers. They should willingly take responsibility for their behavior. They should not make inappropriate demands or become abusive and critical during times of stress. Medical students would be able to accept criticism, when offered appropriately. They would be able to look at themselves objectively, and take whatever steps are necessary to overcome their shortcomings.

Policy

Harassment and/or abuse are not acceptable at Mercer University School of Medicine. Such behaviors threaten to destroy the environment of tolerance and mutual respect that must prevail if the School of Medicine is to fulfill its purposes. It is the responsibility of every employee and student in the School community to strive to create an environment free of harassment and abuse. Students have the right to bring grievances against a faculty member, staff member or administrator. Such matters may be academic or personal.

For more information on the harassment policy download the Student Handbook.

Establishment of Grievance Committees

Note: For all complaints that relate to the area of sexual harassment, the School of Medicine will adhere to the University Policy Concerning Sexual Harassment of Students.

Annually, the Dean will appoint two standing Grievance Committees to receive complaints of harassment or abuse, one for the Macon campus and one for the Savannah campus. The Committee members are as follows:

Macon Campus
	Phone Number	Email Address
Carter, Rosanna M.D.	(478) 301-5862	Carter_R@mercer.edu
Gabriel, Sabry M.D.	(478) 301-4093	Gabriel_SA@mercer.edu
Adkison, Linda Ph. D	(478) 301-4066	Adkison_LR@mercer.edu
Matthew Certain	(478) 318-4304	certain_me@med.mercer.edu
Susan Hill	(478) 301-4033	Hill_S@mercer.edu

Student Grievance Committee- Savannah
Member Phone Email
Verena Wyvill (912) 655-4916 wyvill_v@med.mercer.edu
Gage Ochsner, MD (Assist - Janice Bentley) (912) 350-8861 ochsnmg1@memorialhealth.com
Shaun Franklin, MD 912-350-3363 franksh1@memorialhealth.com
Anthony Royek, MD (Secretary - Ann Flowers) 912-350-5975 royekan1@memorialhealth.com
Terri Wright, GME Program Administrator 912-350-3679 wrighte2@memorialhealth.com

The Committees will emphasize mediation and conciliation, and will rely on discreet inquiry and persuasion in dealing with complaints brought for its consideration. When a Committee cannot resolve a complaint to the satisfaction of those concerned, it will refer the matter, with its findings and recommendations to the committee. All members of the School of Medicine community are expected to cooperate fully with the Committees.

Each Committee will be composed of five members; three faculty members, one department administrator and a senior medical student. In making appointments to the Committee the Dean will be guided by considerations of continuity, experience and sensitivity to the concerns of students and faculty and gender, racial, cultural and economic diversity of the student body. After the initial appointments, the Dean will seek the advice of the existing Committee on new appointments. The Dean will serve as advisor to the Committee.
Each Committee will be composed of five members; three faculty members, one department administrator and a senior medical student. In making appointments to the Committee the Dean will be guided by considerations of continuity, experience and sensitivity to the concerns of students and faculty and gender, racial, cultural and economic diversity of the student body. After the initial appointments, the Dean will seek the advice of the existing Committee on new appointments. The Dean will serve as advisor to the Committee.

General Procedure

Any student may ask questions about procedures, seek advice, or lodge a complaint to any member of the Committee, either orally or in writing. The student will be given the opportunity to make a written complaint, but if she/he declines, consultation with a Committee member is still available and mediation is still possible.
A complainant must identify herself/himself in a signed written complaint before an investigation is made or any process is begun that might lead to recommendations of sanctions.
Mediation is available, however, if the complainant wishes to (a.) postpone, rather than refuse altogether, to identify herself/himself or (b.) to remain unidentified, yet obtain the Committee's assistance in informing the other person that a problem has been raised concerning the person's conduct.
Completely anonymous complaints will not result in any action or record by the Committee.
The Committee will be available to consult with the School community on the issue of student harassment/abuse and to assist in education about issues related to this area.
The Committee will transmit matters that do not fall within its purview to the Dean for appropriate referral.

Procedures for Complaints of Harassment or Abuse
When the complainant is willing to be identified to the person against whom the complaint is directed, the Committee will proceed in the following manner:

After discussion with the complainant, the Committee member who initially receives the complaint will describe the incident to the full Committee without disclosing the identity of the individuals involved. The Committee will convene within two weeks after receiving the written complaint. The Dean will be notified that the complaint has been received.
The Committee will decide whether the complaint falls under its purview. If it concludes that the complaint should be considered by the Committee, the persons involved will be identified to the Committee. Any Committee member with a conflict of interest will be required to withdraw from consideration of the complaint.
One or more faculty or administration members of the Committee will meet as soon as possible with the person directly involved in the complaint in order to clarify what incidents occurred and views each holds. The person complained against shall be informed of the name of the person making the complaint and the substance of the complaint.
These members will report to the full Committee the content of those interviews. The committee will then determine whether further investigation is warranted.
The Committee shall have broad power in its discretion to ask for additional evidence, to conduct personal interviews with the parties and with additional persons, and/or to hold a hearing on the matter. The parties shall be advised before any discussions are held with additional persons. Any hearing shall be conducted in private under informal procedures as determined by the Committee.
After completion of its investigation, the Committee will determine whether the accused has engaged in harassment/abuse and, if so, will recommend corrective action. This work should be completed within six weeks following the receipt of the initial written complaint. The Committee may:

(a.) find that no harassment or abuse occurred and convey that decision to the parties involved, or,

(b.) recommend that the complaint be resolved between the parties and convey that recommendation to the complainant, or,

(c.) find that harassment/abuse occurred and refer the matter with specific findings and recommendations for corrective action to the Dean. The Dean will inform the Committee of the final disposition of these complaints.
If either the complainant or the person complained against is dissatisfied with the Committee's findings or recommendations, that person may meet with the Dean to discuss her/his concerns.

Variations
Steps outlined above may be modified on a case-by-case basis in the resolution of other kinds of complaints or harassment/abuse, as follows:

A complaint in which a complainant asks not to be identified until a later date (e.g. until the end of a course) will generally be honored, and the complaint will be held with no action taken until the time requested by the complainant (but in no case longer than 180 days following the alleged incident(s). If the complainant withdraws the complaint before the designated date, no action will be taken and no records concerning the incident(s) will be kept.
A complainant may identify herself/himself to a member of the Committee but request to remain unidentified to the person against whom the complaint is made. In such cases, the Committee may advise the accused that a complaint has been made against him/her without identifying the complainant. Further inquiry, investigation or action will normally be curtailed until the complainant is willing to be identified.

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