Sexual harassment has been defined by the U.S. Equal Employment Opportunity Commission as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
1. submission to such conduct is a condition for employment,
• • promotion, grades or academic status;
2. submission to or rejection of such conduct is used as the
• • basis for employment or academic or other decisions
• • affecting an individual;
3. such conduct has the purpose or effect of interfering
• • unreasonably with the individual's work or academic
• • performance or creates an offensive, hostile, or intimidating
• • working or learning environment.
Any member of the University community who experiences sexual harassment should immediately report the incident to the Affirmative Action Office, a sexual harassment resource person, an administrator in his or her department or unit, or the Office of Human Resources. In cases where an individual reports alleged sexual harassment to an administrator, faculty member, or staff member, the person receiving the complaint should contact the Affirmative Action Office to discuss resolution and ensure consistent responses to issues across units.
The University will make every effort to promptly investigate and resolve complaints of sexual harassment, with due regard for fairness and the rights of both the complainant and alleged offender, and to conduct all proceedings in the most confidential manner possible. If unsuccessful at resolving the issue informally, the Affirmative Action Office may investigate to gather information necessary to reach a formal determination on the merits of the allegations. Investigations will include notifying the alleged offender of the complaint and providing an opportunity to respond to the allegations.
If there is evidence of sexual harassment, the University will make every effort to ensure the harassment immediately stops and does not recur. The complainant will be informed of the corrective measures taken.
All inquiries are confidential.
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Web page last modified October 9, 2013