Accordingly, members of the university community are prohibited from acts of reprisal against those who bring charges or are involved as witnesses or otherwise try to responsibly use this policy. The unlawful workplace harassment policy applies to employees who are subject to the State Personnel Act. Unlawful Workplace Harassment is unwelcome or unsolicited speech or conduct based upon race, sex, creed, religion, national origin, age, color, or handicapping condition as defined by G.S. 168A-3 that creates a hostile work environment or circumstances involving quid pro quo. Hostile Work Environment is one that both a reasonable person would find hostile or abusive and one that the particular person who is the object of the harassment perceives to be hostile or abusive. Hostile work environment is determined by looking at all of the circumstances, including the frequency of the allegedly harassing conduct, its severity, whether it is physically threatening or humiliating, and whether it unreasonably interferes with an employee's work performance.
Retaliation is adverse action taken because of opposition to unlawful workplace harassment.
This policy is consistent with Senate Bill 78, enacted by the General Assembly, which amended the State Personnel Act to give the State Personnel Commission jurisdiction to hear claims of unlawful workplace harassment. The Chancellor of East Carolina University fully endorses and supports this policy. Taffye Benson Clayton, EEO Officer, has been delegated the responsibility by the Chancellor for implementation of the harassment policy, including prevention and resolution efforts. She is assisted by the Associate EEO Officer, Amy Waters. Members of the University community with concerns or questions are encouraged to contact the EEO Office.