Alabama State University

Location: Montgomery, Alabama
Type: Public
Federal Circuit: 11th Circuit

Speech Code Rating

Alabama State University has been given the speech code rating Yellow. Yellow light colleges and universities are those institutions with at least one ambiguous policy that too easily encourages administrative abuse and arbitrary application. Read more here.

At present, FIRE has not been involved in any cases at this school.
Yellow Light Policies
  • Policy Regarding Abuse of Computers and Network Systems

    Speech Code Category: Internet Usage Policies
    Last updated: January 4, 2016

    Policy violations fall into four categories that involve the use of electronic communications to:

    Harass, threaten, or otherwise cause harm to specific individuals, for example, sending an individual repeated and unwanted (harassing) e-mail or using e-mail to threaten or stalk someone.

    Download or post to University computers, or transport across University networks, material that is illegal, proprietary, in violation of University contracts, or otherwise is damaging to the institution, for example, launching a computer virus, distributing pornography via the web, or posting a University site-licensed program to a public bulletin board; Other examples include information dealing with cults or the occult, hacking, hate speech, nudism and naturalism, peer to peer file sharing, adult pornography, sexual orientation, and weapons.

    » Read More

  • Student Discipline: Disciplinary Code of Conduct and Procedures

    Speech Code Category: Policies on Tolerance, Respect, and Civility
    Last updated: January 4, 2016

    Other prohibited offenses: … Disorderly or offensive behavior.

    » Read More

  • The Pilot: Student Rights and Responsibilities- Preamble

    Speech Code Category: Policies on Tolerance, Respect, and Civility
    Last updated: January 4, 2016

    Students must refrain from using four-letter words and other obscenities that are not accepted standards of decency at Alabama State University to parents, students, visitors, professional staff, and others. Violations may be subject to judicial action under the category of verbal abuse.

    » Read More

  • Student Organization Handbook: Posting Information on Campus

    Speech Code Category: Posting and Distribution Policies
    Last updated: January 4, 2016

    Organizations are encouraged to demonstrate good judgment and avoid offensive or lewd comments or pictures on all publicity materials. Any materials found objectionable may be rejected for posting by approving departments. Signs posted without approval and those where forged approval is detected will be removed and the organization responsible for posting the signs will be restricted from further use of posting privileges on campus.

    » Read More

  • Student Organization Handbook: Use of University Facilities

    Speech Code Category: Protest and Demonstration Policies
    Last updated: January 4, 2016

    All organizations must submit a Facility Request Form. This form is located in office #234 W in the Dunn-Oliver Acadome. Office hours are 8:00 a.m. to 5:00 p.m., Monday through Friday.

    The Facility Request Form must be submitted three weeks prior to the requested date.

    » Read More

Green Light Policies
  • Discrimination & Harassment Policy

    Speech Code Category: Harassment Policies
    Last updated: May 26, 2016

    The University prohibits the discrimination and harassment of individuals based upon any protected basis: race, national origin, religion, age (40 and over), marital status, disability, sex, and sexual orientation. The University will not tolerate any form of harassment or any offensive conduct that has the effect of severely interfering with an employee’s work performance or a student’s school performance or creating an intimidating or hostile work environment.

    Harassment  is  conduct  (physical,  verbal,  graphic,  written,  or  electronic)  that  is  (1)  unwelcome;  (2) discriminatory on the basis of race, color, religion, sex, national origin, age, disability, genetic  information, sexual orientation, or veteran status; (3) directed at an individual; and (4) so severe,  pervasive, and objectively offensive that a reasonable person with the same characteristics of the  victim would be adversely affected to a degree that interferes with his or her ability to participate  in or to realize the intended benefits of an institutional activity, opportunity, or resource. 

    Unwelcome sexual advances, requests for sexual favors and other verbal and physical  conduct of a sexual nature constitutes sexual harassment when such conduct is (1) unwelcome;  (2) discriminatory on the basis of sex; (3) directed at an individual; and (4) so severe, pervasive,  and objectively offensive that a reasonable person with the same characteristics of the victim  would be adversely affected to a degree that interferes with his or her ability to participate in or  to realize the intended benefits of an institutional activity, opportunity, or resource.

    Generally, a single sexual joke, offensive epithet, or request for a date does not constitute  sexual harassment; however, being subjected to such jokes, epithets, or requests repeatedly may  constitute sexual harassment.  Examples of sexual harassment include, but are not limited to the  following, when they are part of a pattern of conduct that meets the standard set forth above:

    • Physical – Engaging in sexually suggestive physical contact or touching another employee in a way that is unwelcome, such as pinching, patting, or grabbing.
    • Verbal – Derogatory comments, slurs, or other offensive words or comments made on the basis of gender whether made in general or whether directed to an individual or to a group of people regardless of whether the behavior was intended to harass. Telling jokes of a sexual nature; making sexually oriented comments on a person’s appearance, sexual rumors, code words, and stories.
    • Visual- Posted material, e-mails or material placed in or on University equipment or on one’s own personal property or body (including clothing and tattoos) in the workplace, which is offensive on the basis of gender.

    In determining whether alleged sexually harassing conduct warrants corrective action, all relevant circumstances, including the context in which the conduct occurred, will be considered. Facts will be judged on the basis of what is reasonable to persons of ordinary sensitivity and not on the particular sensitivity or reaction of an individual.

    Discriminatory Hostile Environment: Unwanted or persistent verbal or physical conduct made on the basis of race, creed, color, national origin, disability, marital status, gender, or age (40 and over) which creates a hostile or intimidating work environment or which unreasonably interferes with an individual’s jo [sic] performance and/or opportunities constitutes discriminatory hostile environment harassment.

    Examples include, but are not limited to the following, when they are a part of a pattern of conduct that meets the standard set forth above:

    • Offensive language
    • Racial or ethnic slurs
    • Demeaning or derogatory comments made on the basis of race, religion, creed, color, national origin, disability, marital status, gender, age, or disability

    Hostile conduct can occur whether made in general, directed to an individual, or to a group of people regardless of whether the behavior was intended to harass.

    » Read More

  • Addendum to Student Handbook, The Pilot: Student discrimination and harassment

    Speech Code Category: Harassment Policies
    Last updated: June 13, 2016

    Student discrimination and harassment: “Conduct (physical, verbal, graphic, written or electronic) that is 1) unwelcoming to all students; 2) discriminatory on the basis of race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation or veteran status; 3) directed at any individual; and, 4) so severe, pervasive and objectively offensive that a reasonable person, even with the same characteristics of the victim, would be adversely affected to a degree that interferes with his or her ability to participate in or to realize the intended benefits of an institutional activity, opportunity or resource.”

    » Read More

At present, FIRE does not maintain information on this school's policies.
At present, FIRE does not maintain information on this school's policies.