IUPUI: Human Resources Policies

Staff covered by this policy	This policy applies to all employees of Indiana University.
Introduction	Harassment on the basis of sex is a violation of Section 703 of Title VII of the Civil Rights Act of 1964. Indiana University does not tolerate sexual harassment of students or employees. Indiana University will investigate every complaint, respond, and take corrective action, up to and including termination of employment, if appropriate.
Provisions	Employees and students have the right to raise the issue of harassment, and they are protected by faculty and staff personnel policies and student codes. Sexual harassment can be a grievous action having serious and far-reaching effects on the careers and lives of individuals. False accusations can have similar impact. Thus the charge of sexual harassment is not to be taken lightly by a charging party, a respondent, or any other member of the university community. Education is the best tool for prevention and elimination of sexual harassment. Each dean, director, department chairperson, and/or administrative officer is responsible within his/her areas of jurisdiction for the implementation, dissemination, and explanation of this policy. It is the obligation of each faculty, staff, and student member of the university to adhere to this policy.
Definition	Unwelcome sexual advances - requests for sexual favors and other verbal or physical conduct of a sexual nature - constitute sexual harassment when: Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or education, or Submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting such individual, or Such conduct has the effect of unreasonably interfering with an individual’s work or academic performance or creating an intimidating, hostile, or offensive working or learning environment.
Procedure 1.2	Individuals who believe they have been sexually harassed should notify their supervisor, an academic or student services dean or official, and/or the Affirmative Action Officer. Because of the sensitive and discriminatory nature of charges of sexual harassment, complaint procedures will observe the following principles: Principles observed during the complaint procedure Confidentiality of information relating to investigations of complaints of sexual harassment shall be maintained to the extent practical and appropriate under the circumstances and to the extent permitted by law. Efforts will be made to restrict access to the investigative and complaint procedures to the complainant, the accused party, and those immediate persons involved in processing the matter. The Affirmative Action Office shall serve as a resource with regard to interpretation of sexual harassment guidelines. That office, or its designated agent, will advise and consult with either or both parties to the complaint. In the event of a formal investigation of a complaint, Affirmative Action Office will assure that proper investigation and complaint procedures are followed. Investigations will be conducted as quickly and thoroughly as possible, and the results will be reported to both parties involved. Actions that constitute sexual harassment will be determined from the facts, on a case-by-case basis. The record as a whole, as well as the context in which the alleged misconduct occurred will be reviewed. In the event a complaint is found valid, corrective action, up to and including termination, will be taken through appropriate channels of the university to rectify the situation and to assure such incidents do not occur in the future. Revised June 1998 Affirmative Action 274-2306
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