3220 -性骚扰

内容:

A. 政策
B. 定义
C. 投诉调查
D. 处理投诉

A. 政策.

A-1. The university must maintain a learning and work environment for students and employees that is fair, 人道的, 和负责任的. 性别歧视, 包括性骚扰, interferes with the educational process and with the productivity of the faculty and staff; thus, 这对大学是有害的.

A-2. 比如种族歧视, color, 国家的起源, 宗教, 性, 年龄, 残疾, 或者作为越战老兵的身份, 性ual harassment violates federal and state laws and the policies of the Board of Regents of the University of Idaho. It is, therefore, the policy of the University of Idaho to condemn 性ual harassment.

B. 定义.

B-1. Sexual harassment of a student is defined as unwelcome 性ual advances, 性要求, or other verbal or physical conduct of a 性ual nature when: (a) submission to such conduct is made either explicitly or implicitly a term or condition of the student's grade, 收到成绩, or status as a student; (b) the student's submission to or rejection of such conduct is used as a basis for a decision affecting that student; or (c) such conduct has the purpose or effect of substantially interfering with the student's learning or learning performance, 或者创造一个令人生畏的, 充满敌意的, 或者攻击性的学习环境. 除了, it includes behavior that overtly or covertly uses the power inherent in the status of a professor, 老师, or other officer to affect a student's educational experience or career opportunities by intimidating, 威胁, or coercing the student to accept 性ual advances or risk reprisal in terms of a grade, 建议, 一个专业成长的机会, 或者一份工作. 此外, a student is deemed to be a victim of 性ual harassment if he or she is denied educational benefit because someone else has received preferential treatment in return for 性ual favors.

B-2. Sexual harassment of an employee or applicant for employment is defined as unwelcome 性ual advances, 性要求, or other verbal or physical conduct of a 性ual nature when: (a) submission to such conduct is made either explicitly or implicitly a term or condition of the person's employment, 促销活动, or status as an employee; (b) the person's submission to or rejection of such conduct is used as a basis for a decision affecting that person; or (c) such conduct has the purpose or effect of substantially interfering with the person's work or work performance, 或者创造一个令人生畏的, 充满敌意的, 或者恶劣的环境. 此外, an employee or applicant for employment is deemed to be a victim of 性ual harassment if he or she is denied employment, 促销活动, 或者其他员工福利, 他或她完全有资格胜任的工作, because someone else received preferential treatment in return for 性ual favors.

B-3. Sexual harassment of a recipient of UI services is defined as unwelcome 性ual advances, 性要求, or other verbal or physical conduct of a 性ual nature toward a recipient that prevents or impairs the recipient's full use of university services.

C. 投诉调查.

C-1. 根据RGP I.T.G, 所有得知性骚扰指控的员工, 包括性暴力和基于性别的骚扰, (and are not required by law to maintain the confidentiality of the disclosure, such as licensed medical professionals or counselors) are required to report the matter to the UI's 第九条 coordinator within 24 hours.

C-2. Because dam年龄 could result to the career and reputation of any person who is accused of 性ual harassment falsely or not in good faith, all investigations of and hearings on such matters will be conducted insofar as possible to protect the privacy of, 尽量减少对, 被告和原告都有, 直到事情得到公正的解决. Only those persons responsible for investigating and enforcing civil rights matters will have access to confidential communications.

D. 投诉的解决.

D-1. In determining whether the alleged conduct constitutes 性ual harassment, the designated investigative authority (initially the 第九条 Coordinator or their designee) will consider the record as a whole and all relevant circumstances. Determination of the legality of a particular action will be made on a case-by-case basis.

D-2. If the investigative authority determines that 性ual harassment did occur, UI将立即采取适当的纠正措施, including disciplinary action commensurate with the scope and severity of the occurrence. 这种纪律处分可包括, 但不限于, 警告, 谴责, 降级, 悬架, 或者在人事档案上批注解雇. 除了, UI will make every effort to provide appropriate relief for the victim. A reiteration of the policy against 性ual harassment may be an appropriate response in certain situations.

D-3. If there appears to be no foundation for the allegation other than the complaint:

a. No record is made of the allegation in the personnel records either of the accused or of the accuser.

b. Malicious or dishonest allegations may result in disciplinary action against the accuser.

版本历史

2019年1月修订. Revised to align with SBOE/Regents policies and federal law and to clarify langu年龄.

2009年7月修订. 编辑修改C-1和D-1.

2006年1月修订. 编辑修改C-1和D-1.

2002年7月修订. 编辑修改C-1和D-1.

2000年7月修订. 编辑修改.

1987年7月修订. 这一节经过修订和大大扩充.

采用1981.