Title of graphic: Policy and Procedures for Reporting Mistreatment, Georgetown University School of Medicine
First column text: We will create and sustain a learning environment that fosters: mutual respect, trust, honesty, collegiality, compassion, accountability. Full policy: Student Handbook Appendix C
Second column text: Behaviors that Undermine the Learning Experience
Abuse: Unprofessional criticism primarily intended to belittle, embarrass, or humiliate. Required to perform menial tasks with intent to humiliate or degrade. Asked to perform personal services.
Harassment: Behaviors that are offensive, hostile, or intimidating. Can be verbal or physical in nature.
Discrimination: Behaviors, decisions, actions, policies, and practices. Adversely affect students through disparate treatment on the basis of age, color, disability, family responsibilities, familial status, gender identity or expression, marital status, national origin, personal appearance, political affiliation, race, religion, sex, sexual orientation, source of income or any other factor prohibited by law.
Third column text: Avenues to Report Mistreatment
Ombudsperson, Stacey Kaltman, PhD, firstname.lastname@example.org
Senior Associate Dean for Students, Princy Kumar, MD, email@example.com
Medical Student Life Advisory Committee, https://som.georgetown.edu/studentservices/mslac
Title IX Coordinator, School of Medicine, Dean Susan Cheng, EdLD, Susan.Cheng@georgetown.edu
Office for Institutional Diversity, Equity, and Affirmative Action, 202-687-4798, http://ideaa.georgetown.edu/policies/
Retaliatory Conduct is Prohibited.
As laid out in detail in the Teacher-Learner Relationship Policy, there are five avenues for reporting behaviors that undermine the Culture of Respect in the Learning Environment. The School of Medicine is committed to creating and sustaining a Culture of Respect. As a result, we take reports of mistreatment very seriously and act swiftly to investigate and take actions appropriate to the scenario.
Contact: Stacey Kaltman, Ph.D. at firstname.lastname@example.org. Dr. Kaltman will respond and set up a time to meet with you or speak by phone.
Students are always welcome to first raise their concerns informally, either with the teacher directly or with the Office of the Ombuds. The Ombuds Office provides an informal, impartial, neutral, and confidential environment where medical students can discuss University-related concerns and disputes. The Ombuds Officer listens, helps bring forth a greater understanding of the problem and possible solution and looks for information applicable to the situation. The Ombuds office does not advocate for any individual point of view, and does not participate in any formal grievance process, but works to promote a fair process for all. The function of the School of Medicine Ombuds Officer is to listen thoughtfully and sympathetically to the concerns of medical students and to assist them in identifying options for addressing their concerns. Last Updated September 28, 2016, the Ombuds Office will not identify you or any information concerning your visit without your permission, except in certain situations where disclosure is required by law (e.g. a court order, potential risk to self or others, unlawful harassment, etc.). Speaking to the Ombuds Office about a concern does not constitute legal notice to Georgetown University. Anyone wishing to put the University on notice, that is, to make the University formally aware of a particular problem, should contact one of the three other reporting options.
For more information about the Ombuds Office, please see Appendix E of the Student Handbook.
Contact: Dr. Princy Kumar at email@example.com. She can also be reached via her Assistant at (202) 444-0244 who can assist you in scheduling an appointment. Urgent issues can also be referred to the Office of Student Affairs who are able to reach Dr. Kumar at all times.
Students may refer their complaints of mistreatment within a teacher-learner relationship to the Senior Associate Dean for Students in the Office of Student Affairs. Depending on the nature of the complaint, the Senior Associate Dean for Students may: 1. Address the complaint directly with the individual against whom the complaint has been brought; or 2. Refer the complaint directly to the appropriate authority, i.e., if the individual against whom the complaint has been brought is a) A member of the School of Medicine faculty, the appropriate authority would be the chair of his or her department; b) A member of the housestaff, the appropriate authority would be his or her residency director; c) Another member of the health care team, the appropriate authority would be his or her immediate supervisor; d) A member of the staff of, e.g., the Office of the Dean for Medical Education, the appropriate authority would be his or her immediate supervisor. e) If a student reports an instance of sexual misconduct, including sexual harassment or sexual assault, by a faculty member, the case will be referred to IDEAA. IDEAA will investigate the report pursuant to its Grievance Procedures to Investigate Allegations of Discrimination and Harassment.
MSLAC offers freedom for confidential discussions. Students will have the opportunity to submit concerns via surveys in a password-protected and anonymous site (under the caveat that MSLAC has a responsibility to report any situation which may need to be disclosed where the case may do harm to others – for example abuse, gender, and racial discrimination, sexual harassment or personal safety of the student/others). Read more: Medical Student Life Advisory Committee
The procedures will specify the mechanisms for the prompt handling of such complaints, and for the educational methods aimed at preventing student mistreatment. Read more: How to Report an Incident of Bias, Harassment, or Mistreatment
Consistent with Title IX of the Education Amendments of 1972 (“Title IX”), when the University is made aware of any incident of sexual harassment or misconduct, it will respond appropriately to protect and maintain the safety of the University community. To achieve this, the University’s Title IX Coordinator and Deputy Title IX Coordinators provide information about available on- and off-campus resources, explain the University’s formal complaint process, help individuals navigate through the University’s systems, assist with interim protective measures (such as changes in living or academic arrangements), and investigate further where applicable. Note that Title IX Coordinators will keep information private to the extent possible, but they are not “confidential resources.” Those who wish to keep information strictly confidential should contact the University’s confidential resources, listed above. To report an incident of sexual assault, or to receive help after a sexual assault, you can contact a Title IX Coordinator or Deputy Coordinator for your campus:
Susan Cheng Title IX Coordinator, School of Medicine Phone: (202) 687-1645 Email: firstname.lastname@example.org Also see: sexualassault.georgetown.edu
If a student wishes to address their concern at the University level, may contact the Office for Institutional Diversity, Equity and Affirmative Action (IDEAA). Students who believe they have been subject to unlawful harassment are urged to pursue their concerns with the Office of Institutional Diversity, Equity, and Affirmative Action (IDEAA). IDEAA is responsible for reviewing, investigating, and resolving alleged violations of the University’s Equal Employment/Affirmative Action Policies and the Policy Statement on Harassment. This includes allegations of unlawful discrimination and harassment on the basis of age, color, disability, family responsibility, gender identity and expression, genetic information, marital status, matriculation, national origin, personal appearance, political affiliation, race, religion, sex, sexual orientation, veteran status and other factors prohibited by law. Georgetown University recognizes and accepts its responsibilities to act in accordance with the University’s Affirmative Action Plan, federal laws, and regulations and the District of Columbia Human Rights Act. Therefore, the University has established these grievance procedures for the Office of Institutional Diversity, Equity, and Affirmative Action (“IDEAA”) to review, investigate, and resolve alleged violations of the University’s Equal Opportunity and Non-Discrimination in Employment and Non Discrimination in Education Policies, Affirmative Action Policy and the Policy Statement on Harassment, which includes sexual harassment. These procedures cover allegations of unlawful discrimination and harassment in employment on the basis of age, color, disability, family responsibilities, gender identity and expression, genetic information, marital status, matriculation, national origin, personal appearance, political affiliation, race, religion, sex, sexual orientation, veteran status and other factors prohibited by law. These procedures also cover allegations of unlawful discrimination and harassment in education on the basis of disability, national origin, race, religion, sex and other factors prohibited by law.