Demeaning, intimidating, threatening, bullying, or violent behaviors that affect the ability to learn, work, or live in the University environment depart from the standard for civility and respect. These behaviors have no place in the academic community. Additional information about how unacceptable behaviors are addressed may be found in the Staff Handbook.
Violence is behavior that causes harm to a person or damage to property, or causes fear for one’s safety or the safety of others. Examples of violent behavior include physical contact that is harmful and expression of intent to cause physical harm. Such behavior is unacceptable in the Northwestern community.
- Weapons: Weapons of any kind, including any toy or facsimile of a weapon, are prohibited on campus except for those carried by sworn police officers or University authorized security officers. Individuals licensed for concealed carry under Illinois statutes are still prohibited from carrying weapons on Northwestern University property. For permission to use prop weapons in theatrical productions on campus, contact University Police.
- Orders of protection: Northwestern community members who have obtained restraining or personal protection orders are encouraged to provide a copy of the order to University Police for enforcement on campus, and may provide a copy of the order to Human Resources.
- Fire and crime logs:
- Disclosure of Convictions: All individuals applying for positions, including internal candidates, are required to disclose felony conviction information as part of the hiring process. Falsification of information as part of the application process is grounds for denial or termination of employment.
Where it relates to existing employees, the following situations are subject to corrective action, up to and including termination of employment:
- A criminal conviction, discovered at any time during employment
- Current inclusion in the Office of Inspector General (OIG) List, General Services Administration (GSA)
- List, Office of Foreign Assets Control (OFA C) List, or Sexual Offender Registry, and
- Failure to obtain and maintain required licensure and/or certification.
Employees have an ongoing obligation to inform their supervisors if they are convicted of a crime, added to any sexual offender registry, if their license or certification to practice expires, is suspended or revoked, or they are excluded, suspended, debarred, or otherwise ineligible to participate in federal programs. Supervisors, in turn, should notify Human Resources in such instances.
Registered sex offenders who are employed by the University are required by law to also register with the Northwestern University Police Department.