NSU University School Faculty, Staff and Employee Handbook

52 Appendix C: NSU SEXUAL HARASSMENT POLICY Issue Date: August 1990; revised June 1997, January 2002, October 2004 Policy Number: 31 Policy Applies to : All Employees It is the intent of Nova Southeastern University to protect all employees and students from sexual harassment. Nova Southeastern University will not tolerate sexual harassment. Sexual harassment is an insidious practice. It demeans individuals being treated in such a manner, and creates unacceptable stress for the entire organization. Persons harassing others will be dealt with swiftly and vigorously. Normal, non-coercive interaction that is acceptable to both parties is not considered to be sexual harassment. Sexual harassment is a violation of Title VII of the Civil Rights Act of 1964 and Title IX, Education Amendments of 1972. Sexual harassment undermines the integrity of the employment and academic environment, debilitates morale, and interferes with the effectiveness of employees and students. In accordance with the Equal Employment Opportunity Commission's promulgated guidelines, unwelcome sexual advances, unwanted requests for favors of a sexual nature, and any other unwanted verbal or physical conduct of a sexual nature are considered sexual harassment if: a. Explicit or implicit submission to sexual overtones is made a term or condition of employment or academic program status. b. Employment or academic program status decisions are made on the basis of whether submission to or rejection of sexual overtones occurred. c. A sexually intimidating, hostile, or offensive atmosphere unreasonably interferes with an individual's work or academic program status performance. All allegations of sexual harassment of or by an employee, client, vendor or student must be promptly reported to the Director of Human Resources or designee. (Any complaints regarding a student should also be reported to the Office of Student Affairs.) Upon receipt of an allegation of sexual harassment, the Office of Human Resources will conduct a thorough investigation. If the allegation involves only students, the complaint will be forwarded to the Office of Student Affairs for investigation and resolution. Any time a supervisor is made aware of a situation that may be construed as sexual harassment, he/she must contact the Office of Human Resources for an investigation and follow up. The supervisors must not conduct the interview or the investigation. NSU is obligated by law to investigate any complaint, even if the person lodging it states that he/she does not wish to pursue it further. Failure by a supervisor to report an allegation of sexual harassment to the Director of Human Resources or designee may result in disciplinary action up to and including dismissal for cause.