This policy covers all SPA employees. Definitions Unlawful Workplace Harassment is unwelcomed 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. Sexual harassment does not include personal compliments welcomed by the recipient, or social interaction or relationships freely entered into by University employees or prospective employees. Members of the university community should avoid such liaisons, which can harm affected students and damage the integrity of the academic enterprise. When the student is a minor, as defined by North Carolina law.
Sexual harassment can occur between members of the same sex.
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. A supervisor promises an employee a promotion if the employee acquiesces to sexual advances. A supervisor begins each staff meeting with a prayer session conducted by a Christian minister. A Jewish employee refuses to participate in the prayer session and is terminated because of this refusal. Retaliation is adverse treatment which occurs because of opposition to unlawful workplace harassment.