(Including Sexual Harassment)
Time and Teaching Faculty, and
Adjunct Faculty, and
Administrative Staff with Faculty Rank, and
Academic Support Staff with Faculty Ran
Elon University will not tolerate employee harassment. The university wants to assure that all employees work in an environment free of discrimination and harassment. Harassment based on race, color, religion, sex, age, national or ethnic origin, veteran status or disability is unacceptable conduct and will not be tolerated.
Harassment in any form – verbal, physical or visual – is strictly against university policy and will result in corrective action. This includes such actions as: offensive language, remarks, pictures, calendars, etc.; inappropriate jokes; verbal abuse; or unwanted physical contact.
It is not for the employee
who initiates any of these actions to determine what is or is not harassment.
The employee who is the recipient of the
action(s) determines what is inappropriate. For example, if the action
makes an employee feel uncomfortable in the workplace or unable to fully
do his or her job, it may be considered harassment. Taking the time to
learn about and understand co-workers’ sensitivities can help determine
what is or is not acceptable behavior.
B. Sexual Harassment
Sexual harassment by any member of the university is a violation of the law and university policy and will not be tolerated. The Equal Employment Opportunity Commission (EEOC) defines sexual harassment as “unwelcome behavior…either physical or verbal in nature: and also sets forth three criteria for determining whether an action constitutes unlawful behavior of a sexual nature where:
1. Submission to the conduct is either an explicit or implicit term or condition of employment;
2. Submission to or rejection of the conduct is used as a basis for employment decisions affecting the person who did the submitting or rejecting;
3. The conduct substantially interferes with the individual’s work performance or creates an intimidating, hostile or offensive work environment.
4. Sexual harassment also includes slurs, threats, derogatory or suggestive comments, unwelcome jokes, exposure to sexually-oriented literature or pictures, teasing or sexual advances, and other similar verbal or physical conduct, including e-mail communication.
An employee who believes he/she has been the victim of harassment, or knows of another employee who has should report it immediately to the supervisor, department head, or the office of human resources.
Allegations of inappropriate behavior are promptly investigated with concern for the reputation and interests of all parties. This policy applies to interactions with student workers as well.
Persons who feel that they have been sexually harassed should follow the procedure outlined in Section III, 18, A, 5; of this Handbook.