To stress the University's strong opposition to sexual harassment and identify the complaint procedure available to victims, as well as the disciplinary penalties that could be imposed for sexually harassing conduct or behavior by supervisory personnel, co-workers, or visitors. Hostile work environment, in which the employee suffers no tangile employment detriment but where the unwelcome conduct is sufficiently pervasive or severe to unreasonably interfere with work performance or create a work atmosphere that is offensive or abusive. Any employee who believes that he or she is or has been the subject of sexual harassment or is aware of such conduct should report the charge immediately, in accordance with the established procedure.
Intentional misrepresentation can lead to disciplinary actions, up to and including termination.
University personnel are expected to avoid or to recuse themselves from any situation which requires them to evaluate an employee or student with whom they have a relationship which could make their evaluations suspect because such behavior may constitute an abuse or misuse of power, station, rank or influence. A violation of this policy can lead to disciplinary action, up to and including termination. Each supervisor has a responsibility to maintain a workplace free of sexual harassment. This duty includes discussing this policy with all employees and assuring them that they are not to endure insulting, degrading, or exploitive treatment. It is unlawful to retaliate against an employee who has filed a complaint of sexual harassment.