Romantic or sexual relationships between persons in an unequal power relationship can serve to make the work and learning environment a negative one. If a charge of sexual harassment is subsequently lodged, it will be exceedingly difficult to prove immunity on grounds of mutual consent, and may make one liable for a charge of sexual harassment or discrimination on the basis of sex. The individual appointed to coordinate these efforts is Nancy Grassel, Human Resource Manager, Heston Hall 209, 256-5129. It is the policy at Dakota State University that harassing conduct is prohibited, and will not be tolerated in the University setting, including the Trojan Center, parking areas, school vehicles, social functions sponsored by the University, etc. Sexual harassment is inconsistent with the University s objective to promote a cooperative work and academic environment, and is contrary to the University policy of equal employment and academic opportunity without regard to age, gender, sexual orientation, citizenship, race, color, religion, creed, national origin, disability, and veteran or marital status.
All employees are responsible for maintaining a work and study environment free from harassment.
Individuals at Dakota State University have the right to an environment free from harassment. It is the obligation of each employee and student to become fully informed of the provisions of this policy and ensure individual compliance. Consideration should be given to the context, nature, scope, frequency, duration and location of the incidents, whether they are physically threatening or humiliating as opposed to merely offensive utterances, as well as to the identity, number and relationships of the persons involved. Harassment shall be found where, in aggregate, the incidents are sufficiently pervasive or persistent or severe that a reasonable person with the same characteristics of the victim of the harassing conduct would be adversely affected to a degree that interferes with his or her ability to participate in or to realize the intended benefits of an institutional activity, employment or resource. The reasonable person standard includes consideration of the perspective of persons of the alleged victim's race, gender or other circumstances that relate to the purpose for which he or she has become the object of allegedly harassing conduct.