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Sexual Harassment | Definition
of Sexual Harassment | Confidentiality | Investigation
and Resolution Procedures
Dana College prohibits the intentional harassment of
one person by another in such a way as to interfere with that person’s
personal or academic pursuits. This includes creating a hostile,
abusive, coercive, or intimidating environment; any act of domination
or humiliation; and/or demeaning or degrading one’s character,
i.e., racial, sexual, ethnic, religious, etc. This also includes
prohibiting the use of telephones for harassment, intimidation, or
any other behaviors that interfere with the rights of individuals,
whether on or off-campus. Range of sanction: from reprimand through
expulsion.
Harassment of members of the college’s faculty or staff is a special
concern. Intentionally harassing or intimidating members of the Residence Life
Staff, Campus Security, Maintenance, and others through verbal harassment,
verbal abuse, physical intimidation, or any other behavior which interferes
with a staff member’s ability to perform his/her duties, or which interferes
with a staff member’s rights to personal dignity is prohibited. Range
of sanction: from reprimand through expulsion.
Incidents of harassment by members of the student body will be subject to disciplinary
procedures. These cases will most often be handled directly by the Dean of
Students.
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Sexual Harassment
It shall be the policy of Dana College to provide a positive and creative work
and learning environment. Sexual harassment is misconduct, which interferes
with work productivity and deprives employees of the opportunity to work and
students of the opportunity to study and reside in an environment free from
unsolicited and unwelcome sexual overtones. The Board of Regents and administration
of the college clearly and unequivocally prohibit sexual harassment by any
of its employees and/or students. Range of sanction: from disciplinary probation
through expulsion.
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Definition of Sexual Harassment
For purposes of interpretation, sexual harassment shall be defined as any unwanted
or unwelcome sexual conduct such as: sexual, derogatory or suggestive comments,
physical conduct or propositions backed by implied threats of losing, raising,
or lowering work or academic status and/or forces sexual relations.
Examples of unwanted or unwelcome sexual conduct include, but are not limited
to, the following:
1. Verbal behavior that my include: sexual innuendo, suggestive comments, insults,
derogatory jokes about sex or gender specific traits, sexual propositions,
threats of a sexual nature, and openly sexist behavior.
2. Nonverbal behavior that my include: suggestive or insulting sounds, leering,
whistling, and obscene gestures.
3. Physical behavior that may encompass: body contact of a sexual suggestive
nature, brushing the body or coerced sexual acts.
It is asserted that unwelcome sexual advances, whether verbal or physical,
are prohibited when any one or more of the following may result:
1. A submission to such advances is either an explicit or implicit condition
of a person’s employment or education.
2. Submissions to rejection of the advance affects the job or educational standing
person holds.
3. The conduct substantially interferes with the employee’s or student’s
work performance or creates an intimidating, hostile, or offensive educational
or work environment.
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Confidentiality
All communications from the time the complaint is filed are to be considered
confidential. All individuals involved in the process of hearing a complaint
of sexual harassment are required to refrain from discussing the contents
of the case with anyone. The confidentiality of the proceedings is of utmost
importance to all the parties involved.
Information regarding sexual harassment cases will not be released publicly,
unless it is deemed necessary and appropriate by the President of the College.
If information is released, the names of all parties involved will remain confidential.
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Investigation and Resolution
Procedures
Any individual at Dana College who feels he/she has been subjected to sexual
harassment should advise one of the following individuals, who shall subsequently
act as the Investigator.
1. For charges against a member of the faculty the Investigator shall be the
Provost or the college’s designee.
2. For charges against a member of the staff or administration the Investigator
shall be the appropriate Cabinet Officer or the college’s designee.
3. For charges against a member of the student body the Investigator shall
be the Dean of Students or the college’s designee.
If for any reason, individuals do not feel as though they can establish a proper
relationship with either of the persons designated as the ones to whom they
should make the report, they shall have the option of seeking the initial counsel
of the Provost or College President. The President or the Provost shall then
have the authority of selecting the person who shall be responsible for investigating
the report.
The general policies and procedures for reporting incidents of sexual harassment
shall be as follows:
1. All complaints must be submitted in writing to the appropriate Investigator.
The complaint shall include a statement explaining the situation, dates of
the occurrence, and names of all parties involved. The Provost or the college’s
designee will be available for counsel and assistance in preparing a written
complaint.
2. Complaints charging harassment should be filed within thirty (30) days of
the alleged act.
3. Preliminary investigating of a complaint will be conducted promptly and
will be completed within twenty (20) days of the filing of the complaint.
4. The identity of all parties involved and all material gathered will be treated
as confidential information. Information will be shared only with those people
who are involved in the complaint and only as necessary.
5. All complaints presented to an officer of the college shall also be filed
with the Provost or the college’s designee.
Information on sexual misconduct (including sexual assault and acquaintance
rape) can be found under the Sexual Misconduct policy. Procedures for handling
sexual misconduct cases (including information on the Sexual Assault Response
Network) can be obtained from the Student Life office, Health Services, and
the Counseling Center.
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