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Sexual Harassment Policies at the University of Northern Colorado. Office of Employee Relations Carter 2002 970.351.2829. UNC’s Policy Regarding Sexual Harassment. UNC’s Policy Regarding Sexual Harassment.
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Office of Employee Relations
The University of Northern Colorado complies with all state and federal laws, rules, regulations and executive orders regarding affirmative action, equal opportunity and civil rights. It is the policy of the university to maintain the University as a place of work, study and residence, free of discrimination, sexual harassment and exploitation of its students, faculty, staff and administrators. Discrimination of any kind is absolutely prohibited on campus or in any University programs. Sexual harassment is considered a form of discrimination for the purposes of this policy. Coercive sexual behavior and unwelcome sexual attention are offensive, and undermine the safety, security and dignity of all members of the University community.
The University is committed to take appropriate action against those who violate the University’s policy prohibiting discrimination and sexual harassment, including corrective and disciplinary action. In addition, the University will take all reasonable steps to prevent or eliminate discrimination and sexual harassment by non-employees, including customers, clients and suppliers, who are likely to have workplace contact with our students, faculty or employees.
The information provided here is provided to increase understanding on campus regarding the issues of sexual harassment. Our intention is to increase prevention of these behaviors in the University setting, and to enable University members to receive a quick response when they occur.
SEXUAL HARASSMENT DEFINED
Sexual harassment is a form of sex discrimination, which is illegal under Title VII of the Civil Rights Act of 1964 for employees and under Title IX of the Education Amendments of 1972 for students. Sometimes it is ambiguous and even unintentional: the person whose behavior offends may be genuinely unaware of the discomfort and distress it causes.
Sexual harassment can be verbal, visual or physical. It can be overt, as in the suggestion that a person can get a higher grade or a raise by submission to sexual advances. The suggestion or advance need not be direct or explicit—it can be implied from the conduct, circumstances, and relationship of the individuals involved. Sexual harassment can also consist of persistent, unwanted attempts to change a professional or educational relationship to a personal one. It can range from unwelcome sexual flirtations and inappropriate put—downs of individual persons or classes of people to serious physical abuses such as sexual assault and rape.
Examples include, but are not limited to, unwelcome sexual advances; repeated sexually oriented kidding, teasing, joking or flirting; verbal abuse of a sexual nature; graphic commentary about an individual’s body, sexual prowess, or sexual deficiencies; derogatory or demeaning comments based on a person’s gender, whether sexual or not; leering, whistling, touching, pinching, or brushing against another's body; offensive crude language; displaying objects or pictures which are sexual in nature that would create hostile work or living environments.
Such conduct is coercive and threatening and creates an atmosphere that is not conducive to teaching, learning and working.
For general policy purposes, sexual harassment may be described as unwelcome sexual advances, requests to engage in sexual conduct, and other physical and expressive behavior or a sexual nature where:
A lesser known form of sexual harassment is called third part. Third party sexual harassment is when a person is not a direct target of sexual harassment, but is offended by such behaviors occurring in his/her work environment. Either men or women can be harassed by members of the same or opposite sex. UNC’s policy prohibits all forms of sexual harassment.
WHAT TO DO IF YOUR ARE SEXUALLY HARASSED
REASONS WHY YOU SHOULD REPORT SEXUAL HARASSMENT
The impact of sexual harassment on a student’s educational experience or an employee’s work environment and/or the attainment of future goals can be significant and should not be underestimated.
Harassing behavior, if ignored or not reported, is likely to continue and become worse rather than “go away.” In addition, unless a sexual harassment experience is reported, the University cannot take remedial action.
PROTECTION FROM RETALIATION
No reprisal or retaliation of any kind shall be taken against an individual who in good faith complains of discrimination or sexual harassment, or who participates in any procedure to address a complaint regarding discrimination or sexual harassment. The University is committed to protecting victims of discrimination or harassment from retaliation and any University employee or official who is in violation of this non retaliation policy will be subject to discipline.
FACULTY MEMBER AND SUPERVISOR RESONSIBLILITIES FROM DEALING WITH SEXUAL HARASSMENT
Duty to report: As an officer of the University, you are required to report immediately any conduct that appears to be sexual harassment. Reports should be directed to your supervisor and to the director of AAEO, Employee Relations.
Responsibilities: As an administrator or faculty member, you must uphold University policy prohibiting sexual harassment. It is your responsibility to maintain an environment that allows students and employees to study and work free from harassment.
The University will keep the information reported as confidential as possible, consistent with State and federal laws, and both the complainant and the respondent will be given an equal opportunity to present their cases.
Employee Relations: 970.351.2829, Carter Hall 2002
Dean of Students: 970.351.2796, Carter Hall 3005
Counseling Center: 970.351.2496, Cassidy Hall