XXI.A   Sexual Harassment

Sexual harassment is antithetical to academic values and to a work environment free from the fact or appearance of coercion. It is a violation of University policy and may result in serious disciplinary action. Sexual harassment consists of non-consensual sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature on or off campus, when: (1) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment or academic standing; or (2) submission to or rejection of such conduct is used as the basis for employment decisions or for academic evaluation, grades, or advancement; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work or academic performance or creating an intimidating or hostile academic or work environment. Sexual harassment may be found in a single episode, as well as in persistent behavior. Conduct that occurs in the process of application for admission to a program or selection for employment is covered by this policy, as well as conduct directed toward University students, postdoctoral appointees, faculty, or staff members.

State law requires that all members of the faculty who supervise one or more employees must complete an approved training course on preventing sexual harassment.

A student complaint of sexual harassment by a faculty member may be reviewed under the grievance procedures of the student's school or under the Provost's Procedure for Student complaints. A staff member's complaint of sexual harassment by a faculty member may be reviewed under the appropriate staff grievance procedures. Faculty members who believe they have been sexually harassed may use the complaint review procedure described in Section III.L or III.M . Any faculty member concerned about an issue of sexual harassment is encouraged to discuss it with the dean of his or her school, the Office of the Provost, or the school's or University's Title IX Coordinator.

Sexual harassment is antithetical to academic values and to a work environment free from the fact or appearance of coercion. It is a violation of University policy and may result in serious disciplinary action. Sexual harassment consists of non-consensual sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature on or off campus, when: (1) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment or academic standing; or (2) submission to or rejection of such conduct is used as the basis for employment decisions or for academic evaluation, grades, or advancement; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work or academic performance or creating an intimidating or hostile academic or work environment. Sexual harassment may be found in a single episode, as well as in persistent behavior. Conduct that occurs in the process of application for admission to a program or selection for employment is covered by this policy, as well as conduct directed toward University students, postdoctoral appointees, faculty, or staff members.

State law requires that all members of the faculty who supervise one or more employees must complete an approved training course on preventing sexual harassment.

A student complaint of sexual harassment by a faculty member may be reviewed under the grievance procedures of the student's school or under the Provost's Procedure for Student complaints. A staff member's complaint of sexual harassment by a faculty member may be reviewed under the appropriate staff grievance procedures. Faculty members who believe they have been sexually harassed may use the complaint review procedure described in Section III.L or III.M . Any faculty member concerned about an issue of sexual harassment is encouraged to discuss it with the dean of his or her school, the Office of the Provost, or the school's or University's Title IX Coordinator.