Washington Administrative Code › Title 132B - Grays Harbor College › Chapter 132B-310 - Grievance rules - Title IX › Section 132B-310-020 - Definitions

Current through Register Vol. 24-14, July 15, 2024
Sexual harassment is unwelcome verbal or physical conduct of a
				sexual nature, unwelcome or unsolicited sexual advances or requests for sexual
				favors when:
(1) Submission to such
			 conduct is made either explicitly or implicitly a term or condition of an
			 individual's employment or academic standing; or
(2) Submission to or rejection of such
			 conduct by an individual is used as the basis for employment or academic
			 decisions affecting such individual; or
(3) Such conduct has the purpose or effect of
			 unreasonably interfering with an individual's work or academic performance or
			 creating an intimidating, hostile or offensive working or educational
			 environment.
Harassment based on any of the above violates the policies of
				the board of trustees of Grays Harbor College and may violate federal and state
				laws.
Application to students. Where students are involved, such
				behavior is considered harassment whenever such conduct has the purpose or
				effect of interfering with the student's learning or learning performance or
				when the learning environment becomes intimidating, hostile, or offensive to
				the student involved.
In addition, the unwelcome behavior is considered harassment
				when: Submission to such conduct is made either explicitly or implicitly a term
				or condition of the student's grade, receipt of a grade or status as a student;
				or the student's submission to or rejection of such conduct is used as a basis
				for a decision affecting that student.
Further, it includes behavior that overtly or covertly uses the
				power inherent in the status of instructor or other employee to affect a
				student's educational experience or career opportunities by intimidating,
				threatening or coercing the student to accept the unwelcome behavior or risk
				reprisal in terms of a grade, a recommendation, an opportunity for professional
				growth, or a job.
Application to employees, volunteers, and applicants. In the
				case of employees, volunteers, or applicants, such behavior is considered
				harassment whenever such conduct has the purpose or effect of unreasonably
				interfering with the person's work or work performance, or creating an
				intimidating, hostile, or offensive environment.
Additionally, harassment of an employee, volunteer, or
				applicant is defined as unwelcome or offensive verbal or physical conduct when:
				Submission to such conduct is made either explicitly or implicitly a term or
				condition of the person's employment, promotion, or status as an employee or
				volunteer; the person's submission to or rejection of such conduct is used as a
				basis for a decision affecting that person.
Examples. Examples of behaviors that may constitute harassment
				include, but are not limited to, the following:
*
Repeated, offensive and unwelcome insults and/or
							 jokes;
*
Repeated, unwelcome comments about an individual's
							 body or clothing;
*
Unwelcome and offensive displays of objects or
							 pictures;
*
Persistent unwelcome flirtation, advances, and/or
							 propositions of a sexual nature;
*
Deliberate and unwelcome touching, such as patting,
							 pinching, hugging, or repeated brushing against an individual's body;
*
Pressure for dates or sex, if unwelcome and
							 repeated;
*
Pressure for dates or sex in exchange for grades,
							 promotions, salary increases or benefits;
*
Stating or implying to an applicant that he or she
							 will be hired with sexual relations as a condition of employment.
Statutory Authority:
				  RCW
				  28B.50.140(13). 94-20-073,
				  §
										132B-310-020, filed 10/3/94,
				  effective 11/3/94.