10.81 Allegations of Discrimination and Harassment on the Basis of Sex
It is the policy of 色虎视频 to provide a workplace environment that is free from sexual harassment, to assure compliance with federal and state employment law, and to provide a proper code of conduct for its employees. This policy applies to all employees of the University, who are advised to promptly report occurrences of sexual harassment. Employees found to be in violation of this policy are subject to disciplinary action up to and including termination.
Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when the conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.
The circumstances of sexual harassment include but are not limited to the following:
• The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.
• The harasser can be the victim’s supervisor, an agent of the employer, a supervisor in another department, a co-worker, or a non-employee.
• The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.
• Unlawful sexual harassment may occur without economic injury to or discharge of the victim.
• The harasser’s conduct must be unwelcome.
It is unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII.
The University recognizes that the issue of whether harassment or discrimination under Title VII has occurred requires factual determination based on all the evidence received. The University also recognizes that false accusations of harassment or discrimination can have serious effects on innocent men and women. False accusations of harassment may result in discipline ranging from warnings to termination and could be subject to civil litigation. Third parties providing false information in regard to the investigation of harassment also may result in discipline ranging from warnings to termination and could be subject to civil litigation. The University trusts all employees will act in a responsible manner to establish a pleasant working environment free of discrimination and free of unlawful harassment.
The procedures for initiating, processing, and resolving a complaint are available in the Employee Handbook or can be obtained by contacting the Campus Complaint Coordinator or the Human Resources Office/Employee Relations. Should the University President be the subject of a complaint or concern under this policy, the complaint should be made to any member of the Board of Curators' Executive Committee.
Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when the conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.
The circumstances of sexual harassment include but are not limited to the following:
• The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.
• The harasser can be the victim’s supervisor, an agent of the employer, a supervisor in another department, a co-worker, or a non-employee.
• The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.
• Unlawful sexual harassment may occur without economic injury to or discharge of the victim.
• The harasser’s conduct must be unwelcome.
It is unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII.
The University recognizes that the issue of whether harassment or discrimination under Title VII has occurred requires factual determination based on all the evidence received. The University also recognizes that false accusations of harassment or discrimination can have serious effects on innocent men and women. False accusations of harassment may result in discipline ranging from warnings to termination and could be subject to civil litigation. Third parties providing false information in regard to the investigation of harassment also may result in discipline ranging from warnings to termination and could be subject to civil litigation. The University trusts all employees will act in a responsible manner to establish a pleasant working environment free of discrimination and free of unlawful harassment.
The procedures for initiating, processing, and resolving a complaint are available in the Employee Handbook or can be obtained by contacting the Campus Complaint Coordinator or the Human Resources Office/Employee Relations. Should the University President be the subject of a complaint or concern under this policy, the complaint should be made to any member of the Board of Curators' Executive Committee.
Effective Date
Approved by Board of Curators: January 15, 2026