Responding to Sexual Harassment
Harassment is unlikely to stop until confronted. In some
cases, particularly when the harassment is unintended, this may
simply mean informing the person directly that his or her actions
are offensive or unwelcome. Other situations may require an
informal talk with the accused by a supervisor, faculty member or
Student Affairs professional, a formal reprimand or a disciplinary
hearing. The university supports and encourages all members of its
community who believe they are being sexually harassed to take
steps to end the situation.
Steps You Can Take on Your Own
All of the following are appropriate ways to confront sexual
harassment:
• Speak up at the time and
say “NO” to the harasser. Be direct and firmly
tell the harasser to stop. Clearly communicate your disapproval of
behavior that makes you uncomfortable and that you consider it to
be harassing, There is no need to apologize or smile.
Whether or not you confront harassing behavior immediately, you can
still take actions and the behavior can still be judged harassing.
• Write a letter to the
harasser, particularly if speaking up is uncomfortable or
unsuccessful. First, describe in plain terms the behavior you found
objectionable, then describe your feelings in response to it. State
clearly that you want the behavior to stop. Send the letter by
registered, return receipt mail and keep a dated copy of the letter
for yourself. Also, tell someone you trust about the letter.
• Keep records, regardless
of whether you have decided to take other action.
• Document all incidents
and conversations that involve sexual harassment, noting date,
time, place, witnesses and what was said and done.
• Get help at any point. If
the harassment does not stop, or if you would like advice on
deciding how to deal with the harasser, contact one of the sexual
harassment mediators (see Campus Resources page).
When You Need Help from Others
It is university policy to respond promptly and sensitively to all
complaints of sexual harassment. Once the university is made aware
of a possible situation of sexual harassment, the university
responds. The university will strive to maintain the
confidentiality of all parties to the fullest extent possible while
meeting this legal mandate to act. The university’s
sexual harassment response system is designed to offer a number of
choices and access points for dealing with the problem.
The options include both informal and formal procedures.
Informal Procedures
Many reports of sexual harassment can be handled informally. If you
believe you have been the victim of sexual harassment, report it to
your department chair, dean (including dean of students), director,
supervisor, team leader or to a sexual harassment mediator. The
university requires that anyone with supervisory responsibility who
receives a report of conduct that, if proven, would constitute
sexual harassment, to disclose the report to a sexual harassment
mediator. The mediator will investigate the situation, initiate
effective action against any harassment and follow up to ensure
harassment has stopped. They will discuss and seek agreement with
the complainant on remedial action to be taken. For example, they
may meet privately with the person whose behavior has been
considered harassing to talk about acceptable and unacceptable
behavior, without revealing the complainant’s name or any
identifying circumstances. They may, if the complainant desires,
speak directly on the complainant’s behalf. They may
sponsor a sexual harassment workshop for the entire unit in which
both parties work. If the harasser is a professor or supervisor,
the mediators may make alternative arrangements for the complainant
to work without further exposure to the harasser.
Formal Procedures
Upon receipt of a formal written complaint that alleges a violation
of the university’s policy against sexual harassment, the
sexual harassment mediator or his/her designee shall begin an
investigation of the charge(s). An investigation shall include an
interview with the person filing the complaint, the person(s)
accused of violating the anti-harassment policies and any person
designated by either of the principle parties as witnesses to the
incident in question. The investigation shall be completed within
30 days of the receipt of the complaint. The matter shall then be
presented to the provost in the form of written recommendations. At
the provost’s discretion, s/he may accept the
recommendations, interview the persons involved, direct further
investigation by the mediator and/or hold formal hearings on the
matter. If formal hearings are ordered, no party shall be allowed
to be represented by legal counsel. This process shall be completed
and the Provost shall make a final decision on the merits of the
complaint within 60 days of receipt of the complaint by the
university. The decision of the Provost shall be final. Throughout
this process the university will keep the identities of the
complaining party and accused confidential.
Choosing a Response to Sexual Harassment
Informal Response
• Process is designed to
end unwelcome behaviors.
• A written statement of
complaint is not necessary.
• A sexual harassment
mediator investigated concerns confidentially and acts to end any
harassment.
• Offender may voluntarily
agree to change behavior or submit to sanctions imposed by mediator
in lieu of formal investigation.
Formal Response
• Process is designed to
reach an official determination of whether sexual harassment
occurred.
• Written charges are
filed.
• Complaint formally
investigated by sexual harassment mediator.
• Written report with
recommendations made to the Provost who may hold hearings on the
matter.
• If sexual harassment is
found, sanctions will be applied.
