Religious & Protected Class Bias-Related Incidents

I. Introduction and Scope

Mount Carmel College of Nursing (MCCN) does not discriminate on the basis of race, creed, color, national origin (ancestry), religion, sex (including sexual harassment), veteran status, age (40 years old or more), weight, height, marital status (past, present, or future), sexual orientation, gender identity, genetic makeup/information, disability or any other class protected by law. MCCN is not discriminatory in the administration of its admission or academic policies, financial aid, scholarship program, or any other programs.

MCCN prohibits discrimination, harassment, or intimidation on the basis of an individual’s actual or perceived shared ancestry or ethnic characteristics, which may include actual or perceived religious identities, and includes misconduct directed against individuals or groups based on their actual or perceived Jewish, Muslim, or Arab identity.

As a requirement of Ohio’s CAMPUS Act (O.R.C. §3320.05.), MCCN is committed to upholding and enforcing policies regarding racial, religious, and ethnic harassment and intimidation at the institution.

This policy’s anti-discrimination and anti-harassment obligations and protections apply to all MCCN students, faculty, staff, affiliates, and volunteers acting on behalf of the College. This policy applies to misconduct that occurs within MCCN property and/or educational settings (including other Mount Carmel Health System sites and clinical partners) or if the conduct has or reasonably may have the effect of creating a hostile educational or work environment for a member of the MCCN community.

Misconduct that occurs off-campus and allegedly involves an MCCN community member and an unaffiliated complainant may also be subject to review, although the extent of the inquiry and response may be limited to assessing whether the MCCN community member poses a risk to the campus community.

Claims of sex discrimination or harassment, including those covered under Title IX are addressed and should be pursued through MCCN’s Sex Discrimination and Sexual Misconduct Policy and its procedures.

II. Definitions

• a. Freedom of Expression: Members of the MCCN community are free to criticize and contest the views of others, but they may not obstruct or otherwise interfere with the freedom of others to express views they reject. To this end, MCCN has a responsibility not only to promote a lively and fearless freedom of debate and deliberation, but also to protect that freedom when others attempt to restrict it. However, freedom of expression does not mean that individuals may say whatever they wish, whenever they wish. MCCN may prohibit expression that violates the law, defames specific individuals, constitutes a genuine threat of harassment or harm , or unjustifiably invades substantial privacy or confidentiality interests.

• b. Discrimination: Discrimination based on the actual or perceived factors listed above is conduct that:

  • a. Adversely affects a term or condition of a person’s employment, education, or participation in an MCCN activity; or

  • b. Is used as a basis for or a motivating factor in decisions affecting the person’s employment, education, or participation in an MCCN activity.

• c. Harassment: Harassment based on the actual or perceived factors listed above is unwelcome verbal or physical conduct, or conduct using technology, that is so severe or pervasive that it has the purpose or effect of unreasonably limiting an individual’s employment, academic performance, or educational program participation, or that creates a work or educational environment that a reasonable person would experience as intimidating, hostile, or abusive.

• d. Hostile Environment: A hostile environment may be created by harassing verbal, written, graphic, or physical conduct that is severe or persistent/pervasive, and objectively offensive such that it interferes with, limits, or denies the ability of an individual to participate in or benefit from educational programs or activities or employment access, benefits, or opportunities.

III. Procedures for Reporting

MCCN offers a variety of reporting options, including opportunities for anonymous reporting. However, it is important to note that MCCN’s ability to address anonymous concerns may be limited depending on the information provided. Anonymous reporters should therefore provide as much detail as possible.

MCCN has identified the following individual as the responsible party for enforcement of the CAMPUS Act, and other related areas of this policy:

Mitch Joseph-Kemplin

Director of Compliance and Community Affairs

mjoseph-kemplin@mccn.edu OR compliance@mccn.edu

614-234-2341

Marian Hall - 127 S. Davis Ave. Columbus, OH 43222

• Online:

  • Go to https://mccn.guardianconduct.com/incident-reporting/

  • Select “Complaint or Grievance”

  • Reporting parties may remain anonymous in their report

  • Follow instructions on reporting form

• Phone:

  • Title IX Coordinator:  614-234-2341

  • MCCN Security: 614-896-1489

• E-Mail:

  • compliance@mccn.edu

  • mjoseph-kemplin@mccn.edu

The responsibilities of the Director of Compliance (Director) with regard to this policy are as follows:

• The Director will answer questions from members of the MCCN community regarding this policy.

• The Director (or their designee) may provide reasonable supportive measures to members of the MCCN community who are impacted by discrimination or harassment or who are involved in a response process under this policy.

• The Director oversees the initial assessment of reports of discrimination or harassment, any subsequent investigation, and the resolution of such reports to ensure compliance with this policy, any applicable laws or regulations, and general standards of fairness and objectivity.

• Depending on the nature of the behavior reported and the parties involved, the Director may directly conduct the initial assessment of the report and/or determine whether this policy has been violated.

• The Director or their designee will receive and assess complaints or concerns about retaliation for reporting or participating in the review of a complaint of discrimination or harassment. Depending on the nature of the retaliation reported and the parties involved, the Director may refer retaliation complaints to Colleague Relations or other resources for resolution.

Responding to a Report:

Once the Director receives a report of a potential policy violation, the Director will conduct a preliminary assessment of the report. The Director or their designee will conduct an investigation to bring together all facts, conduct interviews with the involved parties, and will include any relevant evidence for the case. Mount Carmel Safety and Security partners with the Columbus Police Department to respond to any incidents or events requiring a law enforcement presence.

Upon completion of the investigation, if the accused is another MCCN student, the complaint may be referred to the Student Conduct Resolution Process outlined in the Catalog-Handbook. If the accused is someone other than a student (e.g., an MCCN employee, vendor, contractor, or subcontractor), the Director will inform the complainant of the right to pursue a complaint using the appropriate process and refer and guide the complainant to the appropriate process. If the responding party is a student at another college, the Director will assist the student in reporting the conduct to the other student’s home school.

In the event of a violation of this policy, possible sanctions include suspension, dismissal/termination, educational interventions/workshops, no-contact directives, and restrictions from participating in extracurricular activities. The sanction(s) imposed may vary depending on the severity of the violation and the respondent’s conduct history. All parties will be simultaneously informed in writing of the outcome of each stage of the disciplinary proceedings and of their right to appeal.

Following the investigation, the MCCN community may be informed of the incident, and such communication may include educational information on MCCNS’s policy against racial, religious, and ethnic harassment and intimidation. If there is an immediate threat to the health or safety of students or employees on campus or that an on-going serious or continuing threat to the campus community exists, an Emergency Notification or a Campus Crime Alert will be issued. The reporting and responding party, victim's name, and other personally identifying information will NOT be included in any Emergency Notification or Crime Alert

IV. Training & Prevention

Training related to how to respond to hate incidents or incidents of harassment that occur during a class or event held at MCCN at the time the incident occurs will be required of all faculty and staff. This training may be provided online through an MCCN provider or during various MCCN meetings/assemblies.

An annual report detailing reported incidents, action plans, training activities and more will be published annually by October of each year. The report will include incidents that occurred within the past academic year.

A College taskforce will be developed on combating antisemitism, Islamophobia, anti-Christian discrimination, and hatred, harassment, bullying, or violence toward others on the basis of their actual religious identity or what is assumed to be their religious identity. This taskforce may be comprised of faculty, staff, students, and other health system personnel, and will be chaired by the Director.