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Sexual Harassment Policy

      Clark Atlanta University
    Human Resources
    Harkness Hall, Room 218
    (404) 880-8050 / (404) 880-6115 (fax)



Sexual Harassment Policy


It is the policy of Clark Atlanta University that sexual harassment and discrimination on the basis of gender will not be condoned. As a matter of practice and policy, the University is committed to maintaining an educational and working environment free of conduct that degrades or subjugates employees or students. This policy applies equally to faculty, administrative and support staff and students, and is in keeping with the spirit and intent of Federal guidelines (Title VII of the Civil Rights Act of 1964) on discrimination because of gender.

It is the policy of Clark Atlanta University to provide each student, faculty member, and staff member with an environment free from harassment.

Sexual harassment is any unwelcome sexual advances, requests for sexual favors, or verbal or physical conduct of a sexual nature that interferes with performance by creating a hostile, offensive, or intimidating work environment or is an expressed or implied condition of employment. Such behavior will be subject to disciplinary actions up to and including dismissal.

Regulations

a. Any complaints relating to this type of misconduct should be reported to the Director of Human Resources immediately. Complaints will be treated confidentially and promptly, and will be carefully investigated.

b. It is a violation of University policy for any member of the University community to retaliate against an individual who brings forth a complaint of sexual harassment.

Responsibilities

a. The Human Resources Department is responsible for the implementation of the University’s sexual harassment policy and the coordination of the grievance process.

b. Each Dean, Department Chair, and Administrative Head of a unit is responsible for creating an atmosphere free of discrimination and harassment, sexual or otherwise, and for dissemination and implementation of this policy within his/her area of responsibility. These individuals are also responsible for referring reported incidents of sexual harassment to Human Resources.

c. It is the responsibility of all members of the University community to discourage sexual harassment, report such incidents, and cooperate in any investigation that might result.


Procedure for Complaint

a. Any employee who feels that he or she has been the victim of sexual harassment should contact the Director of Human Resources within fifteen (15) working days of the incident. This report can be oral or written, but a written and signed statement of the complaint must be submitted by the complaining employee within three (3) working days of the initial report before an investigation can proceed.

b. Upon receipt of the written complaint, the Director of Human Resources will contact the person who allegedly initiated the sexual harassment, and inform that person of the basis of the complaint and the opportunity to respond to the complaint in writing within seven (7) working days.

c. Upon receipt of the written response, the Director of Human Resources, after conducting a thorough investigation, will submit in writing a confidential summary of the complaint, the response, and the facts of the investigation to the Provost. The Provost, after conducting a review of the facts of the investigation, including possible interviews with all parties involved, will determine whether sexual harassment has occurred. All parties will be notified in writing of the Provost’s decision.

d. If it is determined that sexual harassment has occurred, disciplinary action up to and including discharge will be taken. The severity of the discipline will be determined by the severity and frequency of the offense, or other conditions surrounding the incident.

e. An employee’s failure to report the occurrence of sexual harassment within fifteen (15) working days may be deemed a waiver of any University action. Failure to file a written complaint within three (3) working days of the verbal report will be considered a withdrawal of that report. If the person against whom the complaint of sexual harassment is filed fails to respond to the complaint within seven (7) working days of notification, the appropriate disciplinary measure will be taken if circumstances warrant. (See Discipline Procedures in the employee handbook.)

Employees may not be represented by a lawyer in the complaint resolution process.




09/11/01.vdv