harassment, assisting in providing information relevant to a claim of discrimination or harassment, or otherwise participating in an investigation of a complaint of discrimination or harassment.

Sexual Harassment

Sexual harassment is a form of sex discrimination and usually, but not always, takes place in situations where there is a power differential between the individuals involved. Sexual harassment includes unwelcome sexual advances or other verbal or physical behavior of a sexual nature. Sexual harassment becomes a violation of KSU policy when:

• The conduct is sufficiently severe, pervasive, or persistent so as to interfere with an individual's work or academic or program participation, or so as to create an environment that a reasonable person would consider intimidating, hostile, or offensive; or
• The offensive conduct explicitly or implicitly becomes a term or condition of employment or participation in a KSU program or activity.

Retaliation

Retaliation occurs when an employee takes adverse action against an individual because he or she engaged in a protected activity.

PROCESS:

• HR is charged with handling all reports of discrimination and harassment and for developing procedures for the investigation and resolution of reports. The Title IX Office is charged with handling reports of sexual discrimination or harassment and for developing procedures for the investigation and resolution of reports.
• In determining whether conduct constitutes discrimination or harassment, investigators shall look at the record as a whole and at the totality of the circumstances, such as the nature of the behavior and the context in which the alleged incident occurred. Determinations shall be made from the facts and on a case-by-case basis.
• Members of the KSU community are encouraged to contact HR to report acts of discrimination, harassment, and retaliation. Members are also encouraged to contact the Title IX Office to report acts of sexual discrimination or harassment.
• A report should be made as soon as possible after an alleged incident to facilitate an effective investigation and resolution process.
• Even in the absence of a finding of discrimination or harassment, an investigation may result in a finding of retaliation.
• Reports of discrimination may also be initiated by contacting any dean, director, faculty member, department head, manager, supervisor, or any other individual with administrative responsibilities. Any such individual who receives a report of discrimination shall contact HR as soon as possible.