Sexual Harassment

It is the policy of the University to maintain an environment free of any form of sexual harassment, sexual discrimination or sexual intimidation involving an employee, student, or trustee. No form of sexual harassment will be tolerated. Violation of this policy is cause for disciplinary action, up to and including termination or expulsion. This policy is applicable to faculty, staff, students and trustees, and pertains to harassment arising from a variety of relationships, including but not limited to: faculty and student, supervisor and employee, employee and student, co-employees and co-students. Furthermore, violations of this policy may occur between people of the opposite or the same gender.

Sexual harassment is a form of sex discrimination which is illegal under Title VII of the Civil Rights Act of 1964 and under Title IX of the Elementary/Secondary Education Act of 1972. Sexual harassment of faculty and staff is prohibited in the work place and in the recruitment, appointment and advancement of employees. Sexual harassment of students is prohibited in and out of the classroom and in the valuation of students’ academic performance.

For general policy purposes, sexual harassment may be described as unwelcome sexual advances, request for sexual favors, and other physical and expressive behavior of a sexual nature where:

  1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or education;
  2. Submission to or rejection of such conduct by an individual is used as the basis for academic or employment decisions; or
  3. Such conduct has the purpose or effect of substantially interfering with an individual’s academic or professional performance or creating an intimidating, hostile or demeaning environment.

Quid pro quo (something for something)

Quid pro quo harassment is unwelcome sexual conduct (sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature) when:

  1. Submission to the conduct is made either explicitly or implicitly a term or condition of a person’s employment; or
  2. Submission to or rejection of the conduct is used as a basis for employment or academic decisions affecting the individual.

Examples of quid pro quo intimidation include, but are not limited to, threatening adverse employment action if sexual favors are not granted and promising preferential treatment in return for sexual favors.

Sexually Hostile Environment

Sexually hostile environment harassment is a pattern of unwelcome sexual or gender based conduct that:

  1. Has the purpose or effect of creating an intimidating, hostile, or offensive working or academic environment; or
  2. Has the purpose or effect of unreasonably interfering with an individual’s work or academic performance.

Sexually hostile environment harassment includes, but is not limited to, unwanted and unnecessary physical contact and/or, sexually offensive remarks or displays. Examples of a sexually hostile environment include, but are not limited to: inappropriate comments about appearance, obscene jokes or inappropriate use of sexually explicit or offensive language, the display in the workplace of sexually suggestive objects or pictures, and unwelcome sexual advances by visitors to the University when such advances are condoned by an employee or trustee of the University.