Policies

Notice of Nondiscrimination

Bard College is committed to ensuring equal access to its educational programs and equal employment without regard to an individual’s sex, gender, race, color, national origin, religion, age, disability, gender identity, sexual orientation, predisposing genetic characteristics, marital status, veteran status, military status, domestic violence victim status, ex-offender status, or any other characteristic protected by federal, state, or local law. Students, employees, applicants, and other members of the Bard College community (including, but not limited to, vendors, visitors, and guests) shall not be subject to discrimination or harassment prohibited by law or otherwise treated adversely based upon a protected characteristic. Similarly, the College will not tolerate harassing, violent, intimidating, or discriminatory conduct by its students, employees, or any other member of, or visitor to, the College community. This includes, without limitation, sexual harassment, sexual assault, sexual violence, dating violence, and domestic violence.

Inquiries or complaints regarding any form of discrimination or harassment may be directed to:
 

Kimberly Alexander Director of Human Resources Ludlow 845-758-7516 [email protected]	Lauren Gretina, J.D. Title IX and Civil Rights Coordinator 845-758-7542 Sottery Hall 107 [email protected] Title IX Reporting Form
Hannah Zipple Dean of Students Sottery Hall 105 845-758-7454 [email protected]	David Shein Associate Vice President for Academic Affairs; Dean of Studies; ADA Coordinator Grey Stone Cottage 845-758-7454 [email protected]
Deirdre d’Albertis Dean of the College Ludlow 202 845-758-7421 [email protected]

Inquiries or complaints regarding any form of discrimination or harassment may also be directed to:

Department of Education
Office for Civil Rights (New York Office)
646-428-3800
[email protected]

DACA and Undocumented Students and Applicants

From the President of Bard College:

On behalf of the staff and faculty of Bard College, I wish to make clear that the college is not in agreement with the President’s call to end DACA, which exemplifies the essence of America—its history and its values. Bard proudly enrolls DACA students in its national network: its undergraduate college in Annandale-on-Hudson, its nine early colleges and early college centers across the country, and its graduate programs in New York and Los Angeles. Through our educational programs, advocacy and the Bard Sanctuary Fund, created last year to support undocumented students and refugees, the College will continue to support Dreamers and others in our communities of learning who may not enjoy the protection of legal status but whose right to an education must be defended.

What Are Bias Incidents and Hate Crimes?

Bard College defines a bias incident as an event, behavior, or action that is personally directed against or targets an individual or group based on perceived or actual characteristics such as race, ethnicity, sex, gender identity/expression, religion, sexual orientation, national origin, physical or mental disability, age, or military veteran status. The kinds of incidents that may constitute a bias incident include, but are not limited to, hostile and/or abusive verbal, written, or electronic communication, graffiti, stalking, and vandalism.

A hate crime is also motivated by bias and can include the types of incidents described above, but it includes a definable crime, such as: threats of violence, property damage, personal injury, and other illegal conduct. If you think you have been the victim of a hate crime you may, in addition to the reporting mechanisms described below, file a report with the New York State Police or local law enforcement agency. What constitutes a criminal act will be defined by the penal code of the jurisdiction in which the misconduct allegedly occurred. The College system and the legal system have investigation processes that work independently of each other and can happen concurrently.

To file a criminal report, individuals may contact:

New York State Police (845-876-4194)
Red Hook Police Department (845-758-0060)
 
The expression of an idea or point of view some may find offensive or charged is not necessarily a bias-related incident. Bard College values freedom of expression and the open exchange of ideas. The expression of controversial ideas and differing views is a vital part of campus discourse. While this value of openness protects controversial ideas, it does not protect harassment or expressions of bias or hate aimed at individuals or groups. Speech or expression that is not prohibited, but is rude, lacking in respect, disruptive, or hateful is discouraged. The College may voice its disapproval of such expression through private communications, public condemnation, the organization of a public forum, or calls for more speech and open debate.

What happens once I report an incident?

If the report is about a faculty member:
The report will be given to the dean of the College or designee who will offer to meet with the community member(s) to hear the concerns and create a supportive, appropriate, and comprehensive response. Community members are allowed to bring a support person (preferably the person with whom the initial complaint was made) to this meeting. Reporters are not required to meet with the dean of the College and can ask the person to whom they reported to act on their behalf. Any possible disciplinary outcome for a faculty member will be consistent with the Faculty Handbook, which includes Bard College’s American Association of University Professors (AAUP) contract. The dean of the College will, if appropriate, contact the Bias Incident Community Response Team (BICRT) to assist in creating a community response and/or educational programming. The dean may withhold the name of the responsible staff member in accordance with New York State employment laws.
 
If the report is about a staff member:
The report will be given to the director of human resources or designee who will offer to meet with the community member(s) to hear the concerns and create a supportive, appropriate, and comprehensive response. Community members are allowed to bring a support person (preferably the person with whom the initial complaint was made) to this meeting. Reporters are not required to meet with the director of human resources and can ask the person to whom they reported to act on their behalf. Any possible disciplinary outcome for a staff member will be consistent with the Staff Handbook, and any relevant union contracts. The director of human resources will, if appropriate, contact the Bias Incident Community Response Team (BICRT) to assist in creating a community response and/or educational programming. The director may withhold the name of the responsible staff member in accordance with New York State employment laws.

If the report is about students or if the responsible party is unknown:
The report will be given to the chair of the Bias Incident Community Response Team (BICRT) who will alert the members of the BICRT of the incident. Members of the BICRT will contact the affected community member(s) to hear the concerns and work with them to create a comprehensive and supportive response.
 
When appropriate, the dean of campus safety and operations and the Office of Safety and Security will conduct a thorough investigation to determine the responsible parties. The College will work, as appropriate, with local law enforcement to investigate and resolve policy violations and crimes. Any student(s) suspected of violating a College policy will go through a judicial hearing with the Peer Review Board, the Student Judicial Board, or an administrative hearing.
 
If you are directly or indirectly affected by discriminatory behavior, bias incidents, or hate crimes, or if you have questions or concerns, you may wish to contact the BICRT at [email protected].
 
The BICRT acts independently of, and in some cases parallel to, formal legal and internal College disciplinary processes. In this context, it also has the capacity to help address behaviors and actions that, while they do not formally constitute bias incidents or hate crimes, might impact the classes of groups outlined above and have a chilling effect on campus inclusiveness.