What Does It Mean To Be A Bulldog?
Mission of the Department of Athletics
UNC Asheville Athletics exists to provide our University with an exemplary NCAA Division I Athletics Program that champions the University’s Mission and Strategic Plan, which creates an environment where student-athletes can pursue their academic, athletic and lifelong goals, and that connects our internal and external constituents and communities.
Core Values
UNC Asheville student athletes are positioned to lead in life and wins by:
Demonstrating Integrity – Bulldogs do what is right;
Being Servant Leaders – Bulldogs care about and help others achieve their dreams;
Being Creative and Working Hard – Bulldogs succeed with less; and
Fostering a Culture of Respect – Bulldogs honor, uphold, and promote sportsmanship, citizenship, equity, and inclusiveness.
What You Represent as a Student Athlete
UNC Asheville's Intercollegiate Athletic Program reflects the attitudes and values underlying the University's overall mission: academic excellence, diversity, equity, integrity, service, and accomplishment. Accordingly, the athletics program encourages an atmosphere of respect for self and others through the development of ethical conduct, sportsmanship, leadership, and citizenship and provides equitable opportunities.
Champions in Athletics… Leaders in Life.
UNC Asheville Athletics Code of Conduct
It is an honor to participate in the long and proud tradition of intercollegiate athletics at UNC Asheville. One of the primary purposes of UNC Asheville is to educate students to be responsible and productive citizens of good character. Character is knowing what is right (awareness), committing to what is right (attitude) and doing what is right (behavior). Good character is knowing of, caring about and acting upon the core ethical values of respect and responsibility for oneself and others, plus important derivative values such as fairness, honesty, trust, decency, and compassion. Character means having personal integrity and possessing the will, courage, determination, and persistence to do the right thing despite pressures and temptations to the contrary. I appreciate that membership on a UNC Asheville athletic team is a privilege, not a right.
I acknowledge that, as a UNC Asheville student-athlete, I also have significant responsibilities. I recognize that I am among the most visible students on campus and in the wider community, and that I am expected to behave as a respectful member of an intercollegiate team and in a manner that is consistent with the values of UNC Asheville. Because UNC Asheville athletes are held to high standards of conduct, I understand the need to exercise good judgment and conduct myself with honesty, integrity, and respect for others at all times.
Conduct
Student Athletes are held accountable for the following Code of Conduct:
University Community
Accept personal responsibility to exercise good judgment and self-discipline on and off the playing field/court and on and off campus. Take seriously the duty of being a good role model, including prudent personal associations, and of exerting a positive influence on others – especially young people. Honorably represent oneself, one’s team, and UNC Asheville by exhibiting pride in dress and behavior while playing in and traveling to and from sports events. Show respect for all members of UNC Asheville and the community. Treat people with civility and cooperate with people in authority.
Academic Standing
I will assume full responsibility for my academic progress and achievement. I will make every effort to stay in good academic standing at the University. I will attend all my classes unless excused for team travel and competition or some other legitimate reason. I will be a responsible member of each class, which includes attending, being prepared, completing requirements, and participating at the level expected of all students. I will seek additional academic help if necessary to improve or maintain my academic standing.
Travel as a University Ambassador
When traveling for competitions or training as a representative of both UNC Asheville and my team, I will behave responsibly and portray a positive image of UNC Asheville at all times.
Cyberspace
I will avoid forwarding, or posting vulgar or offensive notes, texts, photographs, or other content that reflect negatively on me, my team, other individuals, or the University, or that conflict with the spirit or intent of this Code or the Code of Student Responsibilities. Whenever possible, I will discourage others from posting text or photographs that could be deemed unflattering or damaging to my, or others’, reputation, or the reputations of the team or the University.
Alcohol and Drug Use
I will not consume alcoholic beverages on team trips or athletic events. I will comply with the policies described in the University Statement on Illegal Drugs and Alcohol. I will not use or distribute banned substances, including illegal and “performance enhancing drugs,” or take prescription drugs unless they have been prescribed for me by a medical professional.
Violence
I will not engage in and will not be tolerant of illegal acts, including assaults on persons or property, hate crimes, hazing (addressed more fully below), stalking, sexual violence, or any other conduct prohibited by law or University policy. If I witness such acts perpetrated by others, I will report them to a campus security authority, my coach, or the Title IX Office immediately. I acknowledge that the Department of Athletics may, in its discretion, immediately suspend me from my team and prohibit me from practice and competition until further notice in the event I am accused of a crime of violence or sexual assault.
Nonconsensual Sexual Contact
I will not initiate or engage in nonconsensual sexual contact or sexual harassment, and I acknowledge that all forms of harassment and non-consensual sexual contact are prohibited both by law and UNC Asheville rules, described in more detail in the UNC Asheville Sexual Harassment Policy.
Hazing
I will not participate in hazing of any sort. I acknowledge that such acts, either in connection with membership on a University athletic team, participation in an informal or formal team activity, or for any other reason, are strictly prohibited. I will refrain from any act, whether physical, mental, emotional, or psychological, that subjects another person, voluntarily or involuntarily, to anything that may abuse, mistreat, degrade, humiliate, harass, or intimidate another person. Such acts may include, but are not limited to: forcing, requiring, or pressuring others to consume alcohol or any other substance; forcing, requiring, or pressuring others to involuntarily perform physical activities, tattoo, pierce, or shave any part of the body; forcing, requiring, or pressuring others to take part in an illegal or indecent activity; disturbing others during normal sleeping hours; or physically abusing others in any way.
Remaining Informed of Expectations and Policies
I am responsible for my own behavior and for reading, understanding, and abiding by the policies applicable to me, including but not limited to the University and Athletics Department Student Handbooks.
NCAA Compliance and NIL Guidelines
I am responsible for maintaining compliance with NCAA bylaws and NIL guidelines. If I discover that an NCAA bylaw has been broken, I will report the violation to the Office of Compliance Services or the Athletics Director.
I understand that failure to conduct myself responsibly, as stated and implied by the conditions in the UNC Asheville Student-Athlete Code of Conduct, may result in sanctions, up to and including suspension or dismissal from the team, loss of my athletic scholarship, and suspension or expulsion from UNC Asheville.
Ethical Conduct
Individuals employed by (or associated with) a member institution to administer, conduct or coach intercollegiate athletics and all participating student-athletes shall act with honesty and sportsmanship at all times so that intercollegiate athletics as a whole, their institutions and they, as individuals, shall represent the honor and dignity of fair play and the generally recognized high standards associated with wholesome competitive sports.
SUBSTANCE ABUSE PROGRAM: UNC Asheville Athletics
Education Program
UNC Asheville believes that the use of prohibited drugs or controlled dangerous substances and chemical dependency constitutes a threat to the integrity of intercollegiate athletics, represents a danger to health, welfare and career of student-athletes, and subjects’ student-athletes to exploitation. Consequently, the UNC Asheville Athletics Department has adopted and implemented a mandatory drug education program. This program was created to protect student-athletes at UNC Asheville from the risks and dangers of drug abuse through education, counseling and rehabilitation programs.
Substance abuse education is part of the Athletics Department’s development program for student-athletes. Athletic Department drug screening involves testing for illegal/banned substances.
The NCAA Drug-Testing Program, along with related policies and educational programs, is designed to contribute to a campus environment that supports healthy choices, fair competition and a positive environment for student-athletes. To support more effective performance-enhancing drug deterrence, the NCAA will continue to employ an enhanced deterrence drug-testing strategy, in which all NCAA Divisions I programs are subject to multiple short-notice testing events throughout the year.
A student-athlete who, as a result of a drug test administered by the NCAA, tests positive for use of a substance in a banned drug class shall be declared ineligible for further participation in postseason and regular-season competition in accordance with the ineligibility provisions in this bylaw according to 18.4.1.4.
For classes of drugs other than narcotics:
(a) The student-athlete shall be ineligible for competition in all sports until the student-athlete has been withheld from the equivalent of one season (the maximum number of championship segment regular-season contests or dates of competition in the applicable sport per Bylaw 17) of regular-season competition. The student-athlete must be otherwise eligible for competition to fulfill this penalty except a transfer student-athlete may fulfill a transfer residence requirement and a drug-testing penalty concurrently if the student-athlete meets all other eligibility requirements;
(b) A student-athlete who tests positive during a year in which the student-athlete did not use a season of competition shall be charged with the loss of one season of competition in all sports. A student-athlete who tests positive during a year in which the student-athlete used a season of competition shall be charged with the loss of one additional season of competition in all sports (in addition to the season used) unless the student-athlete uses a season of competition in the academic year immediately after the positive test; and
(c) The student-athlete shall be ineligible for intercollegiate competition for 365 consecutive days after the collection of the student-athlete's positive drug-test specimen and until the student-athlete tests negative pursuant to the policies and procedures of the NCAA Drug-Testing Program.
A student-athlete who, as a result of a drug test administered by the NCAA, tests positive for use of a substance in the banned drug class narcotics (in accordance with the testing methods authorized by the Board of Governors) shall be ineligible for competition during 50 percent of a season in all sports (50 percent of the Bylaw 17 maximum regular-season contests or dates of competition). The student-athlete shall remain ineligible from the time the institution is notified of the test result until the prescribed penalty is fulfilled and the student-athlete tests negative pursuant to the policies and procedures of the NCAA Drug-Testing Program.
Banned Drug Classes. NCAA banned drug classes are the same as those included in the World Anti-Doping Agency (WADA) list of prohibited substances, except for cannabinoids and glucocorticoids. The Committee on Competitive Safeguards and Medical Aspects of Sports (or a designated subcommittee) may identify specific banned drugs and exceptions within each banned drug class. An institution and student-athletes shall be held accountable for all drugs within the banned-drug classes regardless of whether they have been specifically identified.
Non-NCAA Athletics Organization's Positive Drug Test. The Board of Governors shall authorize methods for drug testing any student-athlete who has disclosed in the student-athlete statement (see Bylaw 12.7.2.1) a positive drug test administered by a non-NCAA athletics organization that has adopted the World Anti-Doping Agency (WADA) code. A student-athlete under a drug-testing suspension from a national or international sports governing body that has adopted the WADA code shall not participate in NCAA intercollegiate competition for the duration of the suspension.
All nutritional and dietary supplements are taken at the student-athlete risk.
Student Athlete Exemptions
The NCAA recognizes that some banned substances are used for legitimate medical purposes. Accordingly, the NCAA allows exceptions to be made for those student-athletes with a documented medical history that demonstrates the banned substance is needed as part of an approved medical treatment or therapy plan.
Work with the Athletics Training Office to document all prescription medicines taken so that you are eligible for an exemption if necessary.
Sexual Harassment Policy
Purpose
The purpose of this policy is to set forth the University of North Carolina Asheville’s procedures for preventing sexual harassment and for investigating and resolving allegations of sexual harassment, and also to ensure compliance with Title VII of the Civil Rights Act of 1964, as amended, and with Chapter 126 of the North Carolina General Statutes.
Scope
This policy applies to all applicants for employment, to all applicants for admission to University programs, and to all officers and employees of the University, all students, all persons who serve the University as its agents and are under the control of the University, and to all individuals who teach, conduct business or participate in activities at the University. University contractors are also subject to this policy.
Policy Introduction
Sexual harassment and discrimination are illegal and endanger the environment of civility and mutual respect that must prevail if the University is to fulfill its mission. The University of North Carolina at Asheville is committed to providing and promoting an atmosphere in which employees can realize their maximum potential in the workplace and students can engage fully in the learning process. Toward this end, all members of the University community must understand that sexual harassment, sexual discrimination and sexual exploitation of professional relationships violate the University’s policy and will not be tolerated. The University will take every step to resolve grievances promptly. Any act of reprisal, interference, or any other form of retaliation, whether direct or indirect, against an individual for raising concerns covered by this policy are also violations of this policy and are prohibited.
Sexual Harassment Definitions (See Title 29 Code of Federal Regulations 1604.11)
Two categories of sexual harassment between members of the opposite or same sex are recognized:
1. Quid Pro Quo – Sexual harassment presented as a “bargain” (quid pro quo – ‘something in exchange’). Unwelcome sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature by one in a superior position constitutes “bargained-for sexual harassment” when submission by another is made either an explicit or implicit term or condition of employment or of academic standing. In this case, apparent consent of the submitting party is less relevant than the extent to which the sexual conduct is unwelcome. As defined here, “bargained-for sexual harassment” normally arises in the context of an authority relationship. This relationship may be direct as in the case of a supervisor and subordinate or teacher and student or it may be indirect when the harasser has the power to direct others who have authority over the victim.
2. Environmental Sexual Harassment – Unwelcome conduct, including sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature, that is so severe, persistent, or pervasive and objectively offensive that it alters the conditions of and effectively denies equal access to education, employment, or participation in a University program or activity. Environmental harassment can inflict emotional and psychological harm on individuals and can make relationships and the work or study environment unpleasant, threatening, and unproductive. However, there is no requirement that evidence of actual emotional or physiological harm be shown in order for environmental sexual harassment to be found to have occurred.
In determining whether alleged conduct constitutes sexual harassment as defined in the policy, the record as a whole will be considered as well as the context in which the conduct occurred. “Environmental sexual harassment” normally arises from a repeated or pervasive course of conduct, whereas “bargained-for sexual harassment” can be based on a single act.
Penalties
Penalties will be determined on the basis of the facts of each case and the extent of harm to the University’s interests, as well as any University record indicating previous wrongdoing by the accused person. Possible penalties are described in UNC Asheville’s SHRA Disciplinary Actions Policy, the faculty handbook, the student handbook, the UNC Policy Manual, and the North Carolina Office of State Personnel Manual.
Anti-Retaliation Assurance
This policy seeks to encourage individuals to express freely, responsibly, and in an orderly way, opinions and feelings about any problem or complaint of sexual harassment. Any act of retaliation against a complainant or witness is prohibited and will result in appropriate disciplinary action in accordance with disciplinary measures defined by applicable state or University disciplinary policies.
Improper Complaints
This policy shall not be used to bring frivolous or malicious complaints against students or employees. A person who brings a complaint that is later found to be frivolous or malicious will be subject to disciplinary action.
Confidentiality
Information generated in the course of informal reviews and formal investigations necessary to enforcing this policy will be given the full extent of confidentiality accorded by law to employee personnel records and student educational records. Any person who, without authorization, reveals such information will be subject to disciplinary action. The sharing of the content of complaints will be on a “need to know” basis, as determined in consultation with the Director of Employee Relations or the Title IX Coordinator, and may depend on the type of review and response required by the complaint. In any case, when a complaint is being mediated or investigated, the person accused will be informed of the specific details of the complaint, as well as the prohibition against retaliation.
Responsibility for Reporting
Any University employee who has direct knowledge of sexual harassment that has occurred is obligated to inform the University’s Director of Employee Relations/Affirmative Officer or Title IX Coordinator immediately. To not do so may result in serious consequences for the University, may be considered a breach of responsibility and may be grounds for disciplinary action.
Education and Outreach
To aid the University in achieving its mission by preventing sexual harassment, the Sexual Harassment Advisory Committee will assist the Director of Employee Relations and Title IX Coordinator and other University officials in their efforts to train, educate and advise members of the University community about sexual harassment so that the University will continue to be a safe and productive place to work and to learn.
Procedures
The purpose of these procedures is to provide a prompt and fair resolution of problems and to preserve the due process rights of all involved, including the right to receive notice of complaints and to have an opportunity for an impartial investigation. These procedures are also created to provide for discipline of violators of the University’s Sexual Harassment Policy. If necessary, however, the University’s administration may take immediate and reasonable action to stop harassment and is not limited to the process provided herein.
Filing a Complaint
Complaints of violations of the University’s Sexual Harassment Policy will be accepted in writing or verbally, however formal complaints must be received in written form. Complaints will be taken seriously and investigated. Anyone who has observed sexual harassment should report it to their immediate supervisor, a department head/chair, vice chancellor, the Title IX Coordinator, or the Director of Employee Relations. The ability to make a complaint is not limited to those who are the direct targets of the harassment.
Informal Resolution
Complaints of harassment addressed through the informal resolution process may be addressed through a variety of actions, including, but not limited to, the following:
The employee may discuss the concern(s) and the desired resolution with the alleged harasser, with or without the facilitation or presence of an employee relations representative or a supervisor.
The employee may address the alleged harasser in writing regarding the concern(s) and the desired resolution with or without the facilitation or presence of an employee relations representative or a supervisor.
The employee may ask an employee relations representative to notify the alleged harasser of the concern(s) and the desired resolution.
If the conduct has not stopped after the complainant’s communication or if the complainant does not wish to make the initial contact with the harasser, they may contact the University’s Director of Employee Relations, their own immediate supervisor, a department head/chair, vice chancellor, or the Title IX Coordinator. The person to whom the report is made shall report it immediately to the University’s Director of Employee Relations.
Formal Resolution
Employees who have a complaint of harassment may use the formal grievance procedures in accordance with UNC Asheville’s Unlawful Workplace Harassment policy. To use this procedure, the employee must submit a written complaint to Human Resources within 30 calendar days of the alleged harassing action. This is the required procedure for SHRA employees who want to maintain their appeal rights to the State Personnel Commission.
SHRA employees who do not submit a written complaint to Human Resources within 30 calendar days may still utilize the informal procedures described in Section IV.B. for resolving their concern; however, such individuals will not have the option of later appealing to the Office of Administrative Hearings or using any University appeal procedure.
Investigation
Confidentiality shall be maintained to the greatest extent possible within the requirements of conducting reasonable investigations. Only those who have a ‘need to know’ will or may find the identity of the parties.
Once a formal complaint is made to a University official or employee, the official or employee will forward the complaint to the Director of Employee Relations. They will maintain all records related to such cases separately from the University personnel files. Formal complaints will be investigated promptly and impartially.
The Director of Employee Relations may conduct the investigation or, if they deem it appropriate, will forward the complaint to an investigatory team for investigation and recommended action. The team is authorized to review, investigate, and advise with respect to the adjustment of complaints related to sexual harassment filed by any member of the University community.
The investigatory team is authorized to meet with the complainant, the respondent, and any witnesses in order to determine facts regarding the allegation. Meetings with the parties to the complaint should be conducted individually and should not take the form of a hearing. These meetings may be done by the team as a whole or by members designated by the chair.
An accurate record of all meetings and interviews shall be made by the investigatory team. These records shall be maintained per the UNC records retention schedule (at least 7 years) by the Director of Employee Relations.
Upon completion of its review, the team shall make a report to the division head (or designee) of the accused. The report shall consist of a summary of findings, including a statement of the charges, the evidence presented and a determination as to whether or not the complaint rises to the level of sexual harassment as defined by federal law. The division head or designee will determine the appropriate action, in consultation with the Director of Employee Relations.
All reasonable attempts will be made to complete this entire process in a timely manner. Complaints shall be resolved within sixty (60) days from the date the complaint is received by the Director of Employee Relations.
Appeals
Any current or former State employee who feels they have been sexually harassed in violation of UNC Asheville and N.C. General Statute 126-16 may file a grievance through the UNC Asheville grievance procedures (as applicable to SHRA, EHRA Non-Faculty or EHRA faculty.)
Applicants for positions governed by Chapter 126 of the N.C. General Statutes (i.e., positions Subject to the State Human Resources Act [SHRA]) who believe that they have been sexually harassed may file grievances pursuant to that chapter of the General Statutes. Such grievances must be in compliance with the procedures set forth in UNC Asheville policies and with the North Carolina Office of State Personnel Manual. The grievance must be filed within 30 days of the alleged harassment.
Sexual harassment is a violation of Title VII of the Civil Rights Act of 1964 and Title IX of Title IX of the Education Amendments of 1972. Employees or applicants may also choose to file a complaint of sexual harassment with the United States Equal Employment Opportunity Commission and/or the North Carolina Civil Rights Division.