Universities seek to preserve, disseminate and advance knowledge. At Kettering University, as elsewhere, we recognize that to fulfill these purposes requires a norm of expected conduct shared by all in the Kettering University community, governed by truthfulness, openness to new ideas, and consideration for the individual rights of others, including the right to hold and express opinions different from our own.

The mission of Kettering University rests on the premise of intellectual honesty in the classroom, the laboratory, the office, the solitary examination desk, and in the workplace. Without a prevailing ethic of honor and integrity not only in scientific pursuits but also in all scholarly activity, the very search for knowledge is impaired. In these respects, each of us - especially but not exclusively faculty - must regard you as a mentor for others.

These principles we strive to uphold make it possible for the larger society to place trust in the degrees we confer, the research we produce, the scholarship we represent and disseminate, and the critical assessments we make of the performance of students and faculty, as well as judgments of staff and administrators.


Fairness, openness, and intellectual honesty are of paramount importance in education. It is the policy of Kettering University to foster these qualities and to use all possible means to discourage and punish dishonest behavior in any form.

Examples of dishonest behavior that is prohibited at Kettering University include:

  • Cheating - intentionally using or attempting to use unauthorized materials, information, or study aids in any academic exercise.
  • Fabrication - intentional and unauthorized falsification or invention of any information or citation in an academic exercise.
  • Facilitating academic dishonesty intentionally or knowingly helping or attempting to help another to violate any provisions of this code.
  • Plagiarism - intentionally or knowingly representing the words or ideas of another as one's own in any academic exercise.

Each of the above applies equally to activities in pursuit of a degree on-campus as well as off-campus. The consequences of unethical behavior can have far-reaching effects when ethics are violated in the workplace. Every student is cautioned to carefully assess his/her behavior for its ethical stature.


Sexual harassment subverts the mission of the University and offends the integrity of the University community. It is reprehensible and is not tolerated at Kettering University.

Sexual harassment is a form of unlawful gender (sex) discrimination. It may involve harassment of women by men, harassment of men by women, and harassment between persons of the same sex. Sexual harassment is made unlawful by Title VII of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972, and Michigan's Elliott-Larsen Civil Rights Act. The University and the law also prohibit retaliation against persons who complain about alleged sexual harassment or who cooperate in an investigation of reported sexual harassment.

What is Sexual Harassment?

"Sexual harassment" means unwelcome sexual advances, unwelcome requests for sexual favors, or other unwelcome behavior of a sexual nature when:

  1. Submission to such behavior is made, explicitly or implicitly, a term or condition of an individual's employment or status in a course, program, or activity; or
  2. Submission to or rejection of such behavior is used as a basis for a decision affecting an individual's employment or participation in a course, program, or activity; or
  3. Such behavior is so severe, persistent, or pervasive that a reasonable person would find that it:
    • alters the terms or conditions of a person's employment or educational experience, or
    • unreasonably interferes with an individual's work or performance in a course, program, or activity, thus creating a hostile or abusive working or educational environment.

Sexual harassment involves unwanted sexual attention. However, a person's subjective belief that behavior is offensive does not make that behavior sexual harassment. The behavior must also be objectively unreasonable.

The determination as to whether behavior is sexual harassment must take account of the totality of the circumstances, including the nature of the behavior and the context in which it occurred. Sexually harassing conduct often involves a pattern of offensive behavior. However, a single instance of assault, physically threatening, or other especially abusive behavior may constitute sexual harassment.

Speech and expressive conduct can be sexual harassment. However, this Policy shall not be interpreted to abridge First Amendment rights or to infringe academic freedom, as defined in the Faculty Handbook, the Faculty Rights and Responsibilities policy, and the document entitled Academic Freedom for Students at Michigan State University.

Behavior of a sexual nature that is not sexual harassment may nonetheless be unprofessional in the workplace or disruptive in the classroom and, like other unprofessional or disruptive behavior, could warrant discipline.

Sexual Harassment by Third Parties

If a University employee (including a student employee) believes that he or she has been sexually harassed within the scope of his or her employment activities by an individual who is not a University employee or student, the University employee should report the alleged sexual harassment to his or her supervisor or to the Director of the Office of Affirmative Action Compliance and Monitoring.

If the University determines that a third party has sexually harassed a University student within the scope of her or his employment, the University will take corrective action. Individuals who are not students or employees of the University are not subject to discipline under the University's internal processes, however.


To the extent permitted by law, the confidentiality of all persons involved in a sexual harassment investigation or complaint will be observed, except insofar as information needs to be disclosed so that the University may effectively investigate the matter or take corrective measures.


Persons who complain about sexual harassment, or who cooperate in the University's investigation and handling of sexual harassment reports or complaints, shall not be subject to retaliation for complaining or cooperating, whether or not the University finds that there was sexual harassment.