Ending sexual harassment is everyone s responsibility
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California State University, Chico. Ending Sexual harassment is everyone’s responsibility. A Guide For Students, Faculty, & Staff. What is Sexual Harassment?. Sexual harassment is unwelcome attention of a sexual nature regardless of the gender of the harasser or the recipient.

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Ending Sexual harassment is everyone’s responsibility

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Ending sexual harassment is everyone s responsibility

California State University, Chico

Ending Sexual harassment is everyone’s responsibility

A Guide For

Students, Faculty, & Staff


What is sexual harassment

What is Sexual Harassment?

Sexual harassment is unwelcome attention of a sexual nature regardless of the gender of the harasser or the recipient.


What is sexual harassment1

What is Sexual Harassment?

Sexual Harassment comes in many forms:

  • Unwelcome sexual propositions, invitations, or solicitations;

  • Unwelcome, inappropriate touching, patting, or obscene gestures;

  • Requests for sex in exchange for grades, letters of recommendation, or tangible employment actions;

  • Unwelcome verbal expressions of a sexual nature, including graphic sexual comments about a person’s body, dress, appearance, or sexual activities;

  • Display or transmittal of sexually suggestive material.

    This is only a partial list of the many forms of sexual harassment.


What is sexual harassment2

What is Sexual Harassment?

  • For further information on CSU, Chico’s policy on Sexual Harassment refer to Executive Memorandum (EM) 99-20.

  • Information about sexual harassment is also available on the Student Judicial Affairs website http://www.csuchico.edu/sjd/harassment/index.shtml.


Rights responsibilities

Rights & Responsibilities

  • All Faculty, Staff, and Students have the right to learn and work in an atmosphere of mutual respect.

  • With this right comes the responsibility to:

    • Conduct ourselves in a manner that does not discriminate against and/or sexually harass any other individual;

    • Promptly act on or report behavior that may constitute sexual harassment

    • Cooperate in and honor the confidentiality of fact-finding and/or complaint investigations.


What to do if it happens to you

What To DoIf It Happens To You

  • There are several ways to respond to sexual harassment complaints

    • Make it absolutely clear to the harasser that his/her advances are unwanted and that you want them stopped

    • Pay attention to cues or comments indicating harassment. If a person’s behavior makes you uncomfortable, say so or report the behavior as soon as possible

    • Should the harassment continue, keep track of dates, times, witnesses, places, and statements. This information should be provided to support you complaint should you choose to file one.


What to do if it happens to you1

What To DoIf It Happens To You

  • Talk to a friend, coworker, or counselor who can provide supportive guidance in handling the situation.

    • Faculty & Staff Assistance (FSAP) is available for faculty and staff employees at (530) 898-4645.

    • Students may contact the Counseling Center at (530) 898-6435.

  • If you feel your personal safety is at immediate risk, contact the University Police from a campus phone by dialing 911.


How to report

How To Report

  • It is the responsibility of the university administration to perform an immediate investigation of each report of sexual harassment.

  • Investigations will be handled as sensitively and objectively as possible in order to:

    • Determine if a university policy has been violated;

    • Act immediately to prevent any further harassment; and

    • Take appropriate action against the harasser.


How to report faculty staff

How To Report:Faculty & Staff

  • Employees may talk to their immediate supervisor, appropriate administrator, or may contact the Office of Employment Practices/Dispute Resolution at (530) 898-4666.

  • CSU employees covered by a collective bargaining unit who want to file a formal complaint of sexual harassment must be directed to the grievance or complaint provisions that cover allegations of harassment or discrimination in their respective labor contracts, if such provisions exist.

  • CSU employees who are either not in a bargaining unit or whose labor contract does not provide any complaint or grievance procedure for civil rights claims or for the specific kind of civil rights claim at issue should use the procedures set forth in Executive Order 928.


How to report students

How to Report:Students

  • Students may contact the Office of Student Judicial Affairs at (530) 898-6897.

  • Even if the student is unsure whether the behavior is sexual harassment, Student Judicial Affairs can help determine how best to resolve the situation.


Violations

Violations

Violations of the campus sexual harassment policy by administrators, faculty, staff, and students will be regarded as unprofessional and uncivil conduct. Violators may be subject to appropriate disciplinary action, ranging from written or oral reprimand to dismissal or expulsion … EM 99-20


Confidentiality

Confidentiality

  • When investigating a complaint of sexual harassment, the university will maintain confidentiality by sharing information only on a need-to-know basis or as required by law.

  • If you need support and advice to help decide about filing an informal or formal complaint, Faculty & Staff Assistance (faculty/staff employees) or Counseling Services (students) offer privileged, confidential assistance to help you explore your options.


Retaliation

Retaliation

  • It is a violation of university policy to dismiss, discharge, expel, penalize, discipline, harass, adversely alter academic grades, or otherwise discriminate against any student, faculty, or staff member because he/she has opposed any discriminatory practice (including sexual harassment); filed an internal or external complaint of discrimination, or testified or assisted any proceeding that involves a good faith report of discrimination.

  • Retaliation constitutes separate grounds for filing a complaint for potential disciplinary action against the alleged harasser.


Amorous relationships

Amorous Relationships

  • Because of the power inequity between professors and students, and between supervisors and employees, a professor or supervisor cannot be certain that the relationship is truly welcome or consensual.

  • With an academic or employment career at stake, a student or employee may find it difficult and threatening to refuse a request from his or her professor or supervisor, no matter how casual the request. Such relationships may also be inappropriate because they may create a negative or uncomfortable working or learning environment for others who perceive preferential treatment.


Amorous relationships1

Amorous Relationships

  • Sexual relationships between a faculty member and a student currently enrolled in the faculty member’s course, or under supervision or direction of the faculty member, are unprofessional and are strongly discouraged.

  • Sexual relationships between supervisor and employee are ill-advised insofar as they may adversely affect the workplace relationship and environment.


Resources

Resources

CSU, Chico

  • Campus Policy on Sexual Harassment:

    • EM 99-20 http://www.csuchico.edu/prs/EMs/EM99/em99_20.htm

  • Code of Student Rights and Responsibilities

    • EM 08-40 http://www.csuchico.edu/prs/EMs/EM08/em08_40.shtml


Resources1

Resources

CSU Systemwide

  • Policy Prohibiting Harassment in Employment

    • EO 927

    • http://www.calstate.edu/EO/EO-927.pdf

  • Complaint Procedure … for Employees Not Eligible to File Under a Collective Bargaining Agreement

    • EO 928

    • http://www.calstate.edu/EO/EO-928.pdf

  • Collective Bargaining Agreements

    • http://www.calstate.edu/LaborRel/Contracts_HTML/current_cba.shtml


Ending sexual harassment is everyone s responsibility

Developed by

California State University, Chico

Campus Climate Committee

Spring 2007

Questions or comments may be directed through the Academic Senate Office


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