Statements of Compliance
The Office of Equity, Inclusion and Compliance, located in Old Main 200, coordinates the university's compliance with laws and regulations relating to equal opportunity, sexual harassment, and disabled accommodation.
In compliance with state and federal laws, including Title VI and Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, and the Americans with Disabilities Act of 1990, Shippensburg University provides equal educational, employment, and economic opportunity for all persons without regard to race, color, religion, national origin, age, sex, or disability. This policy extends to disabled veterans and veterans of the Vietnam era.
It shall be the policy of Shippensburg University to prohibit harassment of employees or students on the basis of sex. This policy is related to and is in conformity with the equal employment opportunity policy of the University to recruit, employ, retain and promote employees without regard to sex, disability, age, race, color, religion or national origin. Prompt investigation of allegations will be made on a confidential basis to ascertain the veracity of complaints and appropriate corrective action will be taken under the Grievance Procedures contained herein.
Shippensburg University affirms its commitment to respect for the individual and to an environment free of prejudicial, discriminatory, or harassing conduct. Sexual harassment is a form of sex discrimination occurring when there is deliberate or repeated use of sexual comments, attempted physical contact, or actual physical contact in the workplace or academic environment that creates a hostile environment for the recipient. Notably, sexual harassment involves knowledge that a sex-based condition is being imposed in exchange for personal advancement, academic achievement, or any other benefit.
For purpose of this policy, unsolicited sexual advances, requests for sexual favors, verbal comments, gestures, or physical contact of a sexual nature which are unwelcome constitute sexual harassment when: 1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or academic training. 2. Submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting such individual, or 3. Such conduct has the effect of unreasonably interfering with an individual’s work or academic performance or creating an intimidating, hostile or offensive work or academic environment.
It is a violation of policy for any member of the University community to engage in sexual harassment or to take action against an individual for reporting sexual harassment. In keeping with this policy, a concerted effort will be made to protect employees and students from sexual harassment at Shippensburg University.
People with Disabilities
Shippensburg University in compliance with Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990, makes every effort to ensure that reasonable accommodations are made to meet the needs of individuals with disabilities.
Access to Educational Records
In accordance with the Family Educational Rights and Privacy Act of 1974 (commonly known as the Buckley Amendment), Shippensburg University provides its students with privacy safeguards of their educational records. The university issues reports of progress including grades, written evaluations, and letters of warning, directly to the student. A student may have access to all information pertaining to his or her educational records and academic status.
Parents may have access to information pertaining to their son's or daughter's educational records and academic status without prior written consent of the student if the student is a dependent as defined under Section 152 of the IRS Code of 1954. If the student is not a dependent, as defined by the IRS code, then the university must receive prior written consent from the student in order to release such information to his or her parents.
"As required by the federal 'Drug-Free Workplace Act of 1988,' the State System of Higher Education (including Shippensburg University) hereby declares as its policy that the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance is prohibited at any workplace under the authority of the Board of Governors. Any employee violating the policy will be referred to the Commonwealth’s employee assistance program and/or disciplined, in an appropriate manner, up to and including termination. Discipline, when appropriate, shall be taken under relevant provisions of collective bargaining agreements, Civil Service Policy, or other personnel policies adopted by the Board of Governors." The commonwealth of Pennsylvania Substance Abuse Policy and Drug Free Workplace Act also prohibits the inappropriate use of alcohol or other controlled drugs while on duty or in any commonwealth workplace by employees, visitors, or students.
In addition to the above, the University's policy is amended consistent with the Drug-Free Schools and Communities Act Amendments of 1989 to include students with the unlawful possession, use, or distribution of alcohol. Violators will be subject to the panoply of legal actions.
In accordance with Pennsylvania's College and University Security Information Act of 1988, Shippensburg University provides information relating to crime statistics and security measures to prospective students, matriculated students, and employees. The university will also comply with all campus safety provisions of the Student Right-To-Know and Campus Security Act of 1990.
Shippensburg University will compile graduation and completion rates for all undergraduate students as well as for undergraduate students receiving athletically-related student aid. These rates will be reported to the U.S. Secretary of Education and will be disclosed to prospective students as required by the Student Right-To-Know Act.
Pennsylvania residents may request public records from the Pennsylvania State System of Higher Education Office of the Chancellor under the Right-to-Know Law, as amended, 65 P.S., sections 66.1 – 66.9. The guidelines for submitting Right-to-Know requests are at Right to Know Policy and request form.
Shippensburg University complies with consumer information requirements set forth in Section 493A of Title IV of the Higher Education Act of 1965 and its amendments.
Shippensburg University complies with the requirements of Title 38, U. S. Code, Veteran's Benefits.
Non-immigrant Alien Students
Shippensburg University is authorized under federal law to enroll non-immigrant alien students.
Information Security Plan
As an institution of higher education, Shippensburg University has a responsibility to its students and employees to safeguard certain types of confidential information. The protection and handling of this information is outlined in various legislative acts, such as: the Family Educational Rights and Privacy Act (FERPA), which affords students certain rights with regard to their educational records, the Health Insurance Portability and Accountability Act (HIPAA), which provides guidance in maintaining the privacy of protected health information and the Gramm-Leach Bliley Act which regulates the disclosure and handling of financially related information.
Coordination of the University’s commitment to these acts is provided through the campus’ Information Security Plan. This plan monitors the campus community to insure the security and confidentiality of customer information, to protect against any anticipated threats or hazards to the security or integrity of such information, and to protect against unauthorized access to or use of such information that could result in substantial harm or inconvenience to any customer.
It is the responsibility of any employee who has access to confidential, personal data to access, use, discuss, release and/or divulge only the data that is needed to perform the job. Release of this information will only be done through authorized protocols. For University employees, breaches in confidentiality of such data may result in disciplinary action up to and including separation from employment. Such breaches also may result in criminal action if it is determined that any local, state, or federal law has been violated.