Sexual Harassment Policy

I. Sexual harassment is impermissible and unprofessional conduct subject to disciplinary action including but not limited to reprimand, temporary suspension or termination (University of Wisconsin Ð'- LaCrosse, 1992).

a. Sexual harassment includes but is not limited to the following behaviors:

i. Making sexual comments or jokes (Mervyns, 2004).

ii. Utilizing graphic or sexually degrading language to describe someone (Mervyns, 2004).

iii. Using foul or obscene language (Mervyns, 2004)

iv. Passing around or displaying sexually suggestive or obscene printed materials, pictures or objects (Mervyns, 2004).

v. Inappropriate touching, patting, pinching, grabbing, fondling or constant brushing against a person's body (Plattsburgh State University of New York, 1984).

vi. Pressure or demands for sexual favors accompanied by implied threats regarding a person's performance evaluation, promotion, employment opportunity, work assignment or wage (Plattsburgh State University of New York, 1984).

II. Retaliation is prohibited against anyone who has reported harassment or assisted in the investigation of a harassment complaint. If you feel you have experienced retaliation, please report this information to your Human Resources Manager, or call the Open Network Program 800-766-3232.

III. All employees are responsible for assisting in the prevention of and responding to sexual harassment. If you feel you have experienced harassment, it is important to report the issue immediately. Here are the steps to take:

a. If you are comfortable doing so, talk or write a letter to the person whose behavior is offending you and ask them to stop.

b. Report your concern immediately to the Human Resources Manager at your work facility or the facility that you applied for employment (if you are an applicant), or call the Open Network Program 800-766-3232.

IV. All harassment claims are investigated as thoroughly and promptly as possible. All information gathered in the complaint and during the investigation process will be kept as confidential as possible. If an investigation proves unlawful sexual harassment has happened, prompt and appropriate disciplinary action, up to and including termination, will

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