Sexual Harassment Policies at the University of Northern Colorado

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Sexual Harassment Policies at the University of
Northern Colorado

• Office of Employee Relations
• Carter 2002
• 970.351.2829

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UNCs Policy Regarding Sexual Harassment
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UNCs Policy Regarding Sexual Harassment

• 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.

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UNCs Policy Regarding Sexual Harassment
The University is committed to take appropriate
action against those who violate the Universitys
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.
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UNCs Policy Regarding Sexual Harassment

• 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 explicitit 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 putdowns 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 individuals body, sexual
  prowess, or sexual deficiencies derogatory or
  demeaning comments based on a persons 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.

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UNCs Policy Regarding Sexual Harassment

• 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

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UNCs Policy Regarding Sexual Harassment

• 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. UNCs policy prohibits all forms
  of sexual harassment.
• WHAT TO DO IF YOUR ARE SEXUALLY HARASSED

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UNCs Policy Regarding Sexual Harassment

• REASONS WHY YOU SHOULD REPORT SEXUAL HARASSMENT
• The impact of sexual harassment on a students
  educational experience or an employees 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.

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UNCs Policy Regarding Sexual Harassment

• 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.
• CONFIDENTIALITY
• 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.
• RESOURCES AVAILABLE
• Employee Relations 970.351.2829, Carter Hall
  2002
• Dean of Students 970.351.2796, Carter Hall 3005
• Counseling Center 970.351.2496, Cassidy Hall