Sexual Harassment Prevention
Why is it important to prevent sexual harassment in our workplace?
Sexual harassment harms us all. The most important part of our corporate values is to ensure all employees are treated with respect and dignity. Engaging in, condoning, or not reporting sexual harassment are in direct conflict with our values.
Types of unlawful harassment
Federal law prohibits harassment or discrimination based on a person's:
- Age
- Color
- Disability
- National Origin
- Race
- Religion
- Sex
Two forms of sexual harassment:
- Quid Pro Quo (Latin for "this for that" or Something for Something")
Harassment in which sexual favors are demanded in exchange for a tangible job/education benefit.
Threatened action if sexual favors are not given.
- Hostile Work Environment
Unwelcome sexual conduct that unreasonable interferes with an individual's job/performance, or is sufficiently severe or pervasive to alter the conditions of the victim's employment/performance in an education program and creates an abusive working/education environment.
Hostile environment in detail
Definition: Verbal or physical conduct that relates to a protected category.
The conduct is unwelcome.
The conduct is severe or pervasive.
A reasonable person would believe that the conduct creates a hostile work environment.
Example: An employee is repeatedly ridiculed by other employees because of their age. Even after repeated requests for the teasing to stop, the employee continues to be singled out.
Quid Pro Quo-in detail
Tangible employment action against the victim.
Involves monetary loss or change in job
Example: Mary Smith receives smaller pay increase based on performance than other employees with similar performance because she refused to out with her supervisor, John Doe.
Examples of other types of harassment
- Racial Slurs (all races)
- Making fun of someone's disability
- Jokes about a particular national origin
- Demeaning comments about a religion
- Negative comments about a person's age
- Unwelcome sexual advances
- Requests for sexual favors
Other verbal or physical conduct of a sexual nature that affects an individuals' employment, unreasonably interferes with his/her work performance, or creates an intimidating, hostile or offensive work environment.
In addition to speech and/or conduct, covers explicit or suggestive items displayed in the workplace that interfere with job performance or that create an abuse or hostile work environment
Example: Jill Jones has a 9" x 12" calendar of nude males on her cubicle wall visible to passerby.
A Word About Retaliation
Retaliation against anyone who makes a complaint of "sexual harassment" or who participates in an investigation is against the law.
An employee/professor who retaliates against another employee/a student for filing a harassment complaint or assisting in an investigation may be disciplined, up to an including termination.
Complaints of retaliation should be reported/treated just as any other harassment complaint.
Where to Report
Any member of the University community has a responsibility to timely report conduct which they believe may constitute discrimination or harassment under this policy. The reporting party may file a report with the Title IX Compliance Coordinator:
Brad Dixon
Dean of Students
bdixon@centralmethodist.edu
Reports may also be made to any of the Deputy Title IX Coordinators:
Julee Sherman
Vice-President of Finance and Administration
jsherman@centralmethodist.edu
Sandra Wald
Assistant Dean of Central Region (CGES)
swald@centralmethodist.edu
Summary
Your responsibilities regarding prevention of sexual harassment at Central Methodist University are to:
- Know and comply with our policy and procedure
- Report incidents that you experience directly or witness
- Cooperate with investigations
- Support victims
Verify your Sexual Harassment Prevention Review
