Sexual Harassment
Sexual harassment is defined as follows:
“Unwelcome sexual advances, requests for sexual favors, and/or other verbal or physical conduct of a sexual nature when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or academic advancement in any University activity or program; (2) submission to or rejection of such conduct by an individual is used as the basis of employment or academic decisions affecting this individual in any University activity or program; 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 academic environment in any University activity or program.”
Sexual Harassment Policy adopted by the Board of Regents December 11, 1998, Section I, subd. 1
Sexual harassment can occur between members of the same sex, and the victim as well as the harasser may be a woman or a man. The harasser can be a coworker, a supervisor, an administrator in your unit or another unit, or someone who is not an employee but visits your workspace. If you believe you are being harassed, whenever possible you should directly inform the harasser that the conduct is unwelcome and must stop. You can also inform your supervisor or administrator to help prevent future incidents and to prevent retaliation.
In April 1998 the University Senate approved the following statement:
“Sexual harassment subverts the mission of the University and threatens the careers and well-being of students, faculty, and staff. The harm may be compounded in cases of sexual harassment of students by faculty or subordinates by their supervisors because of the power differential inherent in such academic or employment associations and the damage such acts cause to the environment of mutual respect and trust necessary to teaching, learning, and working together.”
It is the University’s goal to maintain a work environment free from sexual harassment. Supervisors and administrators must take timely and appropriate action when they know or have reason to know that behavior that might be sexual harassment is occurring. Super-visors and administrators who know of, or should have known of, the existence of sexually harassing conduct, can be held individually responsible under the sexual harassment laws.
If you know or suspect that sexual harassment is occurring at the University, please contact your supervisor or administrator or the Office of Equal Opportunity. EOAA Equal Opportunity Consultants are available to discuss your concerns.
If you receive a report of sexual assault or relationship violence, you must contact EOAA or another appropriate office. Additional resources and procedures are found in the University Policy Library at Policy 2.6.3, Sexual Assault / Relationship Violence, and Procedure 2.6.3.1, Responding to Incidents of Sexual Assault/Relationship Violence.