LA
SALLE UNIVERSITY
POLICY
AGAINST SEXUAL HARASSMENT
Sexual
harassment prohibited.
Sexual
harassment is a serious offense and is prohibited unacceptable conduct
that will not be tolerated. The University firmly believes in providing
a work place that is free from all forms of sexual harassment. All
employees from top to bottom are responsible for ensuring that such
a work place exists. Sexual harassment is also a form of employment
discrimination and is prohibited by law.
Definition
of sexual harassment.
Sexual
harassment means any unwelcome sexual attention, sexual advances,
requests for sexual favors, and any other verbal, visual or physical
conduct of a sexual nature whenever:
(a) submission to
such conduct is made either explicitly or implicitly a term or condition
of an individual's continued employment; or
(b) submission to
or rejection of such conduct is used as the basis for employment
decisions affecting such individual;
(c) such conduct
is intended to, or has the effect of unreasonably interfering with
an individual's work performance;
(d) such conduct
has the purpose or effect of creating an intimidating, hostile,
or offensive working environment.
Examples
of sexual harassment.
The
following are some examples of sexual harassment: threatening adverse
work action if sexual favors are not granted; promising preferential
treatment in return for sexual favors, unwanted and unnecessary
physical contact, including pinching, patting, or touching; sexually
offensive remarks including inappropriate comments about appearance;
leering, whistling, obscene or dirty jokes or other inappropriate
use of sexually suggestive objects or pictures. Even something like
a back rub could be sexual harassment if it is unwelcome and creates
a hostile or offensive work environment. Comments like "you look
nice today" are all right if not repeated frequently, but comments
like "you look nice today in that tight or short (article of clothing)"
are inappropriate and may be sexual harassment. It is permissible
politely to ask an employee out on a date, but if refused, it may
be sexual harassment to keep on asking.
Persons
covered.
This
policy governs anyone who works for La Salle University, and also
business invitees, and prohibits sexual harassment of all employees
and applicants for employment.
Procedure
for investigation of complaints and enforcement.
Anyone
who believes that they have been or are being sexually harassed
in the work place, should promptly take the following actions:
(a) Tell
the harasser politely but firmly that his/her conduct is not welcome
and must stop.
(b) If
the conduct persists, or if the harassed person is afraid for any
reason to confront the harasser, or if the harassed person believes
that she/he has been retaliated against by the harasser for invoking
step (a), the individual should bring the problem confidentially
to the attention of the Affirmative Action Officer, Rose Lee Pauline,
without fear of any retaliation, humiliation, or recrimination.
If the Affirmative Action Officer is involved in or with the alleged
harassment, the complaint may be made to the Vice President for
Business Affairs.
(c) The
Affirmative Action Officer will immediately investigate any such
allegations of sexual harassment in as confidential a manner as
is reasonably possible. The alleged harasser will be given an opportunity
to respond to the allegations, but ordered not to confront or retaliate
against the complaining person concerning the allegations. When
possible, neutral witnesses will be interrogated (again, confidentially).
All participants in the investigation will be instructed to keep
the matter strictly confidential and disciplined if they fail to
do so.
(d) At
the conclusion of the investigation, if it is reasonably determined
that it is more likely than not that sexual harassment has occurred,
the perpetrator will be subject to appropriate discipline up to
and including discharge, and other remedial steps may be taken (such
as separating the individuals in working relationships, or expunging
any documents tainted by the harassment such as an unfair performance
review of the harassed person by the harasser). The complaining
party and alleged harasser shall both be informed of the results
of the investigation.
(e) Retaliation
in any form against a complainant who has exercised his or her right
to make a complaint under this policy is strictly prohibited, even
if the investigation concludes that no sexual harassment has occurred,
and will be cause for appropriate discipline, up to and including
discharge.
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