A complaint of sexual harassment must include all names, dates and events relevant to the charges by the complainant. In its discretion,the University retains the right to pursue the formal complaint procedure even in the event that the complainant is satisfied with the informal resolution. If the complaint is against a staff member, the complaint will be sent to the Vice President who administers the department in which the staff member works. In both instances, a three-person Investigatory Panel will undertake a prompt investigation to determine the facts underlying the allegations contained in the complaint. A copy of the Equal Opportunity and Affirmative Action Grievance Procedures, which explain in detail the procedure for filing a grienvance and the process to be followed, is available to faculty and staff members from the Affirmative Action Office, Stoneman, Mailstop 108, extenstion 6-3015.
Sexual harassment is a form of unlawful discrimination.
When faced with a situation where a clearly definable incident of sexual harassment may not have occurred, but the possibility exists that such an incident may have occurred, seek advise and support from co-workers, peers or family members with whom concerns can be discussed. It is unlawful under state and federal law to retaliate against anyone who files a complaint of sexual harassment in good faith, or who cooperates in an investigation of a complaint of sexual harassment. It is also a separate violation of University policy for a member of the Brandeis community to retaliate against anyone who complains of sexual harassment or who cooperates in an investigation of a complaint of sexual harassment. Retaliation may result in disciplinary action up to and including dismissal or termination of employment. You may file a complaint of sexual harassment if you believe you are being harassed by an independent contractor, agent or vendor, a visiting professor or scholar, an exchange student or anyone who has a recognized connection with the University.