Sexual Harassment Policy

Sexual Harassment Policy Statement

American Inter-Continental University prohibits sexual harassment in any form by any member of the University. Such conduct as defined by state and federal laws may result in disciplinary action up to and including dismissal and expulsion.

For purposes of the University's policy, sexual harassment is defined as harassment on the basis of sex that has the purpose or effect of substantially interfering with a persons work performance or creating an intimidating, hostile, or offensive work environment (Dessler, 2005, p.33). Conditions which would fall under sexual harassment include:

(1) Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or academic status,

(2) Submission to or rejection of such conduct by an individual is used as a basis for employment or academic decisions affecting an individual, or

(3) Such conduct has the purpose or effect of interfering with an individual's work performance or academic performance or creating an intimidating, hostile or offensive working, living, or learning environment (Dessler, 2005, p.33).

Specifically, no person shall imply or state, either directly or indirectly , to any individual, that an individual's refusal to submit to sexual advances will adversely affect any term or condition of a person's employment or academic status. Moreover, no supervisory employee or faculty member shall promise or suggest, either directly or indirectly, that a person's submission to sexual advances will result in improvement in any term or condition of employment or academic standing.

Other sexual harassing behavior, regardless of how conducted or communicated, even if done in the guise of humor, is also prohibited. Such behavior includes, but is not limited to, verbal abuse of a sexual nature, offensive touching, and propositions; offensive sexual flirtations: displaying lewd or graphic material; or displaying or discussing materials pertaining to males or females in a demeaning manner(www.stevens.edu).

The U.S. Equal Employment Opportunity commission has issued guidelines which treat sexual harassment as illegal sex discrimination under the Civil Rights Act of 1964, Civil Rights Act of 1991, and the Federal Violence Against Women Act of 1994. American Inter-Continental University agrees with the intent of these guidelines because effective relationships among faculty, staff, and students must be based upon mutual respect.

Human Resources, the Law, and Job Analysis 3

Policies and Procedures

A. Obligation to Report

In order to take appropriate corrective action, the University must be aware of sexual harassment or related retaliation. Anyone who believes that he/she has experienced or witnessed sexual harassment or related retaliation, should promptly report such behavior to a campus sexual harassment officer or proper University personnel.

B. Supervisor's Obligation to Report

Any supervisor who experiences, witnesses, or receives a written or oral report or complaint of sexual harassment or related retaliation shall promptly report it to a campus sexual harassment officer. This section of the Policy does not obligate a supervisor who is required by the supervisor's profession and University responsibilities, to keep certain communications confidential and to report confidential communications received while performing those University responsibilities. Each campus shall have an appendix to this Policy designating the supervisory positions that qualify under this exception.

C. Investigation Process

1. Reports or complaints under this Policy shall be addressed and resolved as promptly as practicable after the complaint or report is made. Ordinarily, investigations shall be concluded and reports submitted to the reviewing committee no later than 90 days following the receipt of a complaint. Ordinarily, the final report shall be sent to the Chancellor or President no later than 30 days after the committee's receipt of the draft report of the investigation.

2. All reports or complaints shall be made as promptly as possible after the occurrence.

3. If an investigation is conducted, the complainant and the respondent shall have the right to:

a. Receive written notice of the report or complaint

b. Present relevant information to the investigator(s)

c. Receive, at the conclusion of the investigation and appropriate review, a copy of the