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Any rude behavior, provoking slogan, improper language, defamatory words, and/or harrassment of any kind will NOT be tolerated. Please understand that your positive behavior will yield you good fruits. If you have any complaints, do not hesitate to write an e-mail to the webmaster. We will make all attempts to stop any nuisance or rude behavior. It is your duty to bring such an activity to our notice.
As we aim towards being on a common platform, remember, there is nothing more positive than mutual respect!!
With best wishes,
Mentor Responsibilities Agreement
• I agree to complete and turn in necessary evaluation questionnaires and to write a
short report at the end of the program.
• I accept that I have a responsibility to keep in regular contact with my Mentee – e.g. by phone, email or face-to- face meetings.
• I accept that I need to keep the mentoring program board informed of developments,
such as difficulties or breakdown in the mentoring process immediately.
• I agree that the mentoring program coordinators may obtain my contact details – e.g.
email/phone number in order to maintain contact for evaluation and monitoring
• I declare that all of the information contained within this for is true and accurate.
The information contained herein is provided as a public service with the understanding that Rome Business School makes no warranties, either expressed or implied, concerning the accuracy, completeness, reliability, or suitability of the
Rome Business School Alumni pages do not endorse any commercial providers or their products.
Rome Business School’s Alumni Mentoring Program is committed to maintaining the privacy of personal information provided by the users of the Alumni. Since we do collect certain types of information about our users, in this privacy statement, we will describe the terms and conditions surrounding the capture and use of that information including what we collect, how we use it, and how users can make changes.
The Alumni uses the personal information provided by students and alumni to match them to each other to create long term mentoring relationships.
Rome Business School will maintain the confidentiality of all information collected on the VLE and will not sell or transmit, in any fashion, this information to any other organization.
How will Rome Business School use the personally identifiable information collected?
- To match students and alumni to each other such that certain fields such as career interests, nationality and geographical interests are similar enough to produce fruitful mentoring relationships.
- To enable students and alumni to access various tools, features, and functions of the mentoring system, in particular, to assist them in selecting each other, contacting each other, and continuing their mentoring relationships.
- To communicate with students and alumni regarding use of the Mentoring Program, site changes, or information on possible events or activities associated with Rome Business School.
Rome Business School takes precautions to protect the user's information. The alumni mentor data is password protected, so only the user can access this information. Rome Business School has technical, administrative, and physical security measures and safeguards in place to protect against the loss, misuse, and alteration of the information under Rome Business School’s control.
Rome Business School’s Alumni Mentoring Program consists of Alumni volunteering their time to serve as mentors and answer student questions. Because of this volunteer structure, there is no guarantee that the information shared is accurate and up to date. Rome Business School and any of the assigned mentors cannot be held liable for any information shared. Rome Business School are not responsible for the way mentors and mentees interact but there will be guidelines to monitor the interactions.
Discrimination and Sexual Harassment Policy:
Persons who participate in the Alumni Mentoring program must comply with the policies and procedures of Rome Business School including the Discrimination and Sexual Harassment Policy.
I. Discrimination and Harassment
A. Discrimination – Discrimination may occur by:
1. Treating individuals less favorably because of their race, color, religion, creed, ethnic or national origin, sex, sexual orientation, gender identity/expression, disability, age (as applicable), status as a covered veteran, genetic information, or any other category protected by law; or,
2. Having a policy or practice that has a disproportionately adverse impact on protected groups.
3. Examples of such conduct may include, but are not limited to verbal or physical conduct relating to an employee’s national origin, race, surname, skin color or accent, offensive or derogatory jokes based on a protected category, racial or ethnic slurs, pressure for dates or sexual favors, unwelcome comments about a person’s religion or religious garments, offensive graffiti, cartoons or pictures, or offensive remarks about a person’s age.
4. Not every act that might be offensive to an individual or a group will be considered harassment. Whether the alleged conduct constitutes harassment depends upon the record as a whole and the totality of the circumstances, such as the nature of the conduct in the context within which the alleged incident occurs. Harassment does not include verbal expressions or written material that is relevant and appropriately related to course subject matter or curriculum.
B. Harassment – based on a protected class
1. Harassment is conduct that is based on a person’s race, color, religion, creed, ethic or national origin, sex, sexual orientation, gender identity/expression, disability, age (as applicable), status as a covered veteran, genetic information, or any other category protected by federal or state civil rights law that;
a. Adversely affects a term or condition of an individual’s employment, education,
participation in an institution’s activities or living environment;
b. Has the purpose or effect of unreasonably interfering with an individual’s employment or academic performance or creating an intimidating, hostile, offensive or abusive environment of the individual; or
c. Is used as a basis for or a factor in decisions that tangibly affect that individual’s
employment, education, participation in an institution’s activities or living
C. Examples of sexual harassment – Examples of sexual harassment may include, but are not limited to, the following;
1. Refusing to hire, promote, or grant or deny certain privileges because of acceptance or
rejection of sexual advances;
2. Promising a work-related benefit or a grade in return for sexual favors;
3. Suggestive or inappropriate communications, email, notes, letters, or other written materials displaying objects or pictures which are sexual in nature that would create hostile or offensive work or living environments;
4. Sexual innuendoes, comments, and remarks about a person’s clothing, body or activities;
5. Suggestive or insulting sounds;
6. Whistling in a suggestive manner;
7. Humor and jokes about sex that denigrate men or women;
8. Sexual propositions, invitations, or pressure for sexual activity;
9. Use in the classroom of sexual jokes, stories, remarks or images in no way or only marginally relevant to the subject matter of the class;
10. Implied or overt sexual threats;
11. Suggestive or obscene gestures;
12. Patting, pinching, and other inappropriate touching;
13. Unnecessary touching or brushing against the body;
14. Attempted or actual kissing or fondling;
15. Sexual violence; including rape, sexual assault, sexual battery, and sexual coercion;
16. Suggestive or inappropriate acts, such as comments, innuendoes, or physical contact based on one’s actual or perceived sexual orientation, gender identity/expression.
a. The examples listed above are not exclusive, but simply represent types of conduct
that may constitute sexual harassment. Campus policies may delineate additional
D. Please note that incidents of sexual violence may constitute criminal acts and as such, investigation and processing by the criminal justice system, local police, campus security and crisis intervention centers may occur in addition to the process developed under this Guideline.
1. Complainant must be notified of his/her right to file a criminal complaint.