Page 35 - codeofconduct

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harassment procedures are outlined below. Allegations of student-to-student sexual
assault should be directed to the Dean of Students Office. Student-to-student sexual
assault complaints will be adjudicated via the Student Disciplinary Policies and
Procedures outlined on page 65. The Dean of Students Office will inform and consult
with the OAA/EEO regarding student-to-student sexual assault complaints. Sexual
assault complaints may defer, if necessary, to any criminal investigations.
Interim Sexual Harassment Policy
The President of the University of Houston has authorized an interim sexual
harassment policy and procedures subject to change based on review by the Faculty
Senate, Staff Council, the Student Government Association and other appropriate
officials. The policy is summarized as follows:
Policy
The University of Houston is committed to providing a professional working and
learning environment free from sexual harassment. Sexual harassment is a form of sex
discrimination and is illegal. Sexual harassment on a university campus most often
exploits a relationship between individuals of unequal power and authority (as, for
example, between an employee and supervisor or between a student and teacher), but
may also occur between student peers or employees of equal rank. At a university,
sexual harassment also constitutes unprofessional conduct which compromises the
University’s commitment to the integrity of the learning process.
As such, the University of Houston will not tolerate any form of sexual harassment.
Failure to investigate allegations of sexual harassment or failure to take timely
corrective action is considered a violation of the University’s sexual harassment policy
and may also violate federal and state laws.
Definition
Sexual harassment consists of the following:
1.
unwelcome sexual advances,
2.
requests for sexual favors,
3.
verbal and written comments of a sexual nature, and/or
4.
physical conduct of a sexual nature; when such conduct:
a.
Is made, either explicitly or implicitly, a term or condition of instruction,
employment, or participation in a university activity;
b.
Is used to be a basis for evaluation in making academic or personnel
decisions affecting an individual; or
c.
Has the effect of creating an intimidating, hostile, or offensive university
environment; or has the purpose or effect of substantially interfering with
an individual’s employment or learning.