Sexual harassment policy for faculty, staff and students, University of Florida


Material Information

Sexual harassment policy for faculty, staff and students, University of Florida
Physical Description:
University of Florida Committee on the Status of Women
Place of Publication:
Gainesville, Fla.

Record Information

Source Institution:
University of Florida
Holding Location:
University of Florida
Rights Management:
All rights reserved by the source institution.
Resource Identifier:
sobekcm - AA00000058_00001
System ID:

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Faculty, Staff

University of Florida

It is the policy of the University of Florida that
no member of the University community may
sexually harass another. The University has a
strong interest in maintaining an environment
free from sexual harassment, therefore max-
imizing the learning and work potential of the
University community.

Sexual harassment is a form of discrimina-
tion. Sexual harassment occurs in a variety of
situations which share a commonality- the in-
appropriate introduction of sexual activities or
comments in a situation where sex would other-
wise be irrelevant.

Sexual harassment is a violation of both state
and federal laws and of the rules and regula-
tions of the University. The University, its
agents, supervising employees, fellow
employees and students shall be held liable for
their acts and are subject to appropriate Univer-
sity disciplinary action.

Sexual harassment should not be tolerated
by any member of the University community.
All such actions should be reported, and any
person who reports such action retains con-
fidentiality and privacy rights. Retaliation
against any person reporting sexual harass-
ment is prohibited.

I ask each member of the University com-
munity to read and to comply with each sec-
tion of this document.

Marshall M. Criser

pi~ /C tI Sexual harassment is a violation of both
federal and state laws. Under Title VII of the
WS Civil Rights Act of 1964, sex discrimination is
prohibited in employment. Guidelines were
issued by the Equal Employment Opportunity
Commission in 1980 incorporating sexual
harassment in the workplace as a violation of
Title VII. A second federal law that relates to
sex discrimination is Title IX of the Educational
Amendments Act of 1972. This federal regula-
tion prohibits on the basis of sex exclusion from
participation, denial of benefits or discrimina-
tion in any educational program or activity. The
Florida Statute 112.041(1) and University of
Florida Rule 6C1-1.06 prohibit sex discrimina-
tion in employment.

Sexual harassment includes but is not limited
to unwanted sexual advances, requests for sex-
ual favors and other verbal or physical conduct
of a sexual nature directed toward employees,
students or applicants for a position at the
University of Florida. Actions that may con-
stitute sexual harassment include:

Demanding or soliciting sexual
favors accompanied by implied or
overt threats concerning one's
job, grades, duties, shifts,
academic standing or other con-
ditions that affect the person's

Creating and intimidating, hostile
or offensive working environ-

Comments or jokes that have a
sexual orientation;

Unnecessary touching against
another's body;

- Remarks about clothing, body or
sexual activities.

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Women invite sexual harassment
by their behavior and/or dress.

As with rape, sexual harassment
is not a sexually motivated act. It
is an expression of hostility
and/or power expressed in a sex-
ual manner. Women do not invite
sexual harassment.

Sexual harassment only happens
to women.

The problem of sexual harass-
ment occurs with both sexes and
is equally inappropriate and
threatening in terms of unwanted
sexual attention.

If ignored, the problem of sexual
harassment will go away.

Generally, the harasser is a
repeater who does not stop on
his/her own. The harasser may
see ignoring the advances, leers,
comments or suggestions as
consent or encouragement.

It does not matter if a person
makes a false charge of

Any person who knowingly and
intentionally files a false com-
plaint of sexual harassment
against another shall be subject
to disciplinary action up to and in-
cluding dismissal or expulsion.

Occurrence of sexual harassment is found
in varying situations. Sexual harassment occurs
in relationships of unequal power between:

A supervisor and an employee,
A faculty member and a student,
An employee and an applicant for a

Sexual harassment may occur among
equals, such as between fellow employees and
between students.

Additionally, sexual harassment may occur
within the context of organizations whether
social, fraternal or professional. Sexual harass-
ment may occur between persons of the op-
posite sex or persons of the same sex.

REMEMBER: Sexual harassment constitutes
a form of employee or student misconduct
which undermines the integrity of the Univer-
sity. All employees and students must be allow-
ed to work and study in an environment free
from unsolicited and unwelcome sexual over-
tures. Sexual harassment does not refer to
compliments; it refers to behavior which is not
welcomed, which is personally offensive and
which the victim feels interferes with work or
educational effectiveness.

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The existence of sexual harassment is a
serious problem. The University has a legal du-
ty to maintain its workplace and classrooms
free from sexual harassment.

As a first step, tell the individual, firmly but
politely, that you think what he or she is doing
is sexual harassment, which is against Univer-
sity policy. Most of the time this will be all that
is necessary. However, if the problem is not
resolved, the following resources are available:


-Affirmative Action
Office (Faculty)
226 Tigert Hall

-Affirmative Action
Office (Career
Service and A&P)

-Supervisor and/or

-Equal Opportunity
Officer (College or

Dean, Chairperson


-Affirmative Action
Office (Students)
226 Tigert Hall

-Assistant Director
of Residential Life

-Department Chair-
person or Indivi-
dual Academic

-Dean of College

-Office for Student
129 Tigert Hall
-Sexual Assault
Recovery Service
Infirmary Building
-Student Mental
Infirmary Building
-University Counsel-
ing Center
311 Little Hall

If the complaint is not resolved on an infor-
mal basis, the next step is filing a formal com-
plaint or grievance. Each individual should
recognize his/her right to proceed with or
withdraw from the formal complaint or
grievance procedure once it has been initiated.


-Affirmative Action
Office (Career
Service and A&P)
316 Stadium

-Affirmative Action
Office (Faculty)
226 Tigert Hall


-Affirmative Action
226 Tigert Hall

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Comp a is
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In accordance with Rule 6C1-1.06 (2), any
employee or student who believes that he or
she is a victim of discrimination, including sex-
ual harassment as defined above, may file a for-
mal written complaint in accordance with
University rules 6C1-1.063 or 6C1-4.12 F.A.C.
Faculty and students may contact the Coor-
dinator for Affirmative Action and Career Ser-
vice, and A&P staff may contact the Affirmative
Action officer to seek assistance in resolving
the complaint and in filing a formal complaint
or grievance.

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This public document was promulgated at a total
cost of $1,671.23 or $.119 per copy in conjunction
with the University of Florida Committee on the
Status of Women, to inform all University full,
part-time and student employees of their respon-
sibilities and rights with respect to sexual