C. Applicability

Students, faculty, and staff members have the right to raise the issue of harassment, and are protected by the Policy Manual, Student K-Book, and the Personnel Manual, whichever applicable. Sexual harassment can be a grievance action having serious and far-reaching effects on the careers and lives of individuals. False accusations can have a similar impact. Thus the charge of sexual harassment is not to be taken lightly by a charging party, a respondent, or any other member of the University community.

Prompt reporting is strongly urged, as it is often difficult to trace facts of an incident or incidents long after they have occurred. Ordinarily, complaints must be brought to the attention of an investigative officer within ninety (90) days of the incident or incidents.

Prevention is the best tool for the elimination of sexual harassment. Each dean, director, department and division chairperson, and/or administrative officer is responsible within his/her area or jurisdiction for the implementation, dissemination, and explanation of this policy. A permanent, written record of the formal complaint process and its outcome is to be retained by the respective Vice President, as line of authority indicates. It is the obligation of each student, faculty, and staff member of the University to adhere to this policy.

D. Complaint Procedures

Students, faculty, and staff members who believe they have been sexually harassed in violation of University policy should contact the Vice President (i.e. the Vice President for Academic Affairs, the Vice President for Business Affairs, the Vice President for Student Affairs, or the Director of University Relations) who has authority over the respondent.

Throughout the complaint process, every effort will be made to protect the charging party from reprisals and to protect the respondent from irresponsible complaints. The penalties for sexual harassment depend on the nature of the offense. Sanctions may range from reprimand to dismissal. Because of the sensitive and discriminatory nature of charges of sexual harassment, complaint procedures will be guided by the following principles:

1. Efforts will be made to restrict access to the investigative and grievance procedures to the charging party, the respondent, and those immediate persons involved in processing the matter.
2. The General Counsel shall serve as a resource with regards to interpretation of sexual harassment guidelines. That office will advise and consult with either or both parties to the complaint.
3. In the event of a complaint, the respective Vice President, as line of authority indicates, will conduct and/or ascertain that proper investigation and grievance procedures are followed.