Specifically, no person shall threaten or insinuate, either explicitly or implicitly, that an employee s or student s refusal to submit to sexual advances will adversely affect their employment or academic status, specifically an employee s employment, evaluation, wages, advancement, assigned duties, shifts, or any other term or condition of employment or career development, or a student s status, assignments, grades, or other academic terms and conditions. Offenders will be subject to discipline, up to and including termination. Retaliation against an employee or student who files a sexual harassment complaint is strictly prohibited. Retaliatory action will be subject to discipline, up to and including termination. Sexual harassment is a form of sex discrimination and is, therefore, contrary to anti-discrimination laws and regulations.
Sexual harassment is described as either quid pro quo or hostile environment harassment.
Quid pro quo harassment involves a person being pressured to submit to unwelcome sexual advances in exchange for retaining or gaining certain terms or conditions of employment or academic status. Hostile environment harassment occurs when a person is subjected to unwelcome conduct based on gender that is sufficiently pervasive or severe to alter the terms or conditions of the victim's employment or academic status, and creates an abusive or hostile work or academic environment. Should they not find satisfaction in doing so, then they are encouraged to make their complaint known to the responsible supervisor. The DHR will inform the complainant that prompt and appropriate action will be taken as soon as possible to rectify the situation and that, in order to pursue the complaint, he or she must submit written and signed documentation outlining the complaint within 48 hours. If the complainant refuses to submit this documentation, the matter may not be further investigated unless circumstances clearly indicate otherwise.