Harassment of or discrimination against employees in connection with their work by non-employees also may be a violation of this policy. Any employee who experiences or observes any harassment of or discrimination against an employee by a non-employee should report such harassment to his or her supervisor or department head. Employees who believe they have been the victims of sexual or other unlawful harassment will have access to complaint procedures.
Any employee who feels that he or she is a victim of harassment by any supervisor, administrator, other employee, customer, client or any other person in connection with his or her employment, should bring the matter to the immediate attention of their immediate supervisor. The immediate supervisor shall bring the matter to the attention of the appropriate Vice-President, the Office of Human Resources, and the General Counsel.
An employee who is uncomfortable for any reason in bringing such a matter to the attention of his or her manager, department head, Director or Dean should report the matter to the OHR. OHR shall bring the matter to the attention of the appropriate Vice-President and the General Counsel.
The OHR shall begin an investigation within 1 week of receiving the initial complaint. Anyone who may have witnessed the harassment or who may know something about it will be interviewed about the matter. Every effort will be made to maintain confidentiality. Only people directly involved with a “need to know” will be asked to discuss the matter. Anyone involved in the investigation who breaches confidentiality will be disciplined up to and including termination.
OHR will prepare a report within thirty (30) days of receiving the initial complaint. The report will detail the findings of fact and state conclusions. A draft of the report will be circulated to the charging and the accused harasser to permit both parties with an opportunity to respond in writing. Both parties have ten (10) days to file a written response. OHR shall issue a final report no later than 7 days after the last response is received. The final report will be circulated to the charging party, the accused harasser, the appropriate Vice-President, the General Counsel, and the University President.
If the alleged conduct is shown to constitute unlawful harassment, appropriate action will be taken. The penalties for harassment depend on the nature of the offense. Sanctions may range from reprimand to termination.
All information relative to such matters are to be handled in a most confidential manner.