(A)
Policy statement
and purpose
It is the policy of Bowling Green state
university that sexual harassment will not be condoned. This policy applies
equally to faculty, administrative and classified staff, and students and is in
keeping with the spirit and intent of guidelines on discrimination because of
sex.
(B)
Policy
(1)
Definition
Unwelcome sexual advances, requests for
sexual favors, and other verbal or physical conduct of a sexual nature
constitute sexual harassment when:
(a)
Submission to
such conduct is made either explicitly or implicitly a term or condition of an
individual's employment or academic pursuits,
(b)
Submission to or
rejection of such conduct by an individual is used as the basis for employment
or academic decisions affecting such individual, or
(c)
Such conduct has
the purpose or effect of unreasonably interfering with an individual's
employment or academic performance or creating an intimidating, hostile or
offensive working or educational environment.
(2)
Regulations
(a)
It is a violation
of university policy for any member of the faculty, administrative and
classified staff, or student body to engage in sexual harassment.
(b)
Retaliation against members of the Bowling Green state
university community who exercise their right to file charges of discrimination
or harassment is strictly prohibited by state and federal law and university
policy. Retaliation is prohibited whether or not the charging party prevails in
the original charge. Subsequent to, or contemporaneous with the charge, no
agent of the university may harass, coerce, intimidate, or discriminate against
an individual who has filed a complaint or participated in the complaint
resolution process. Charges of retaliation will be investigated by the office
of human resources.
(3)
Responsibilities
(a)
On a university-wide basis, the office of human
resources is responsible for the coordination and implementation of Bowling
Green state university's sexual harassment policy. This office will serve as
the resource with regard to all matters of this nature.
(b)
Each dean,
director, department chair, and administrative head of an operational unit is
responsible for the dissemination and implementation of this policy within his
or her area of responsibility. Persons at this level are also responsible for
referring reported incidents of sexual harassment to the office of human
resources.
(c)
It is expected that each faculty member, administrative
staff member and classified staff member will ensure adherence to this policy
within his or her area of responsibility. Such efforts are largely a matter of
good faith.
(d)
It is the responsibility of all members of the
university community to discourage sexual harassment, report such incidents,
and cooperate in any investigation that might result.
(4)
Principles
In investigating complaints of unlawful
harassment and discrimination, the following principles will be adhered
to:
(a)
Each complaint will be handled on an individual,
case-by-case basis, taking a look at the record as a whole and at the totality
of circumstances.
(b)
The investigation will be conducted as fairly and
expeditiously as possible.
(c)
In investigating
complaints, every effort will be made to ensure confidentiality.
(d)
An
individual bringing forth an honestly perceived complaint will not suffer any
type of retaliation regardless of the outcome of the complaint.
(e)
The
complaint will be resolved in a manner that is consistent with this policy and
also fair and equitable to all parties concerned.
Replaces: 3341-4-06
