Student Handbook

Harassment Policy

Pacific University reaffirms the principle that its students, faculty, staff and administrators have a right to be free from harassment - sexual, handicapped or otherwise - by any member or practice of the Pacific Unviversity community. Harassment is clearly inconsistent with the nature of an academic community and is a violation of state and federal law. Harassment on the part of students is a violation of the Student Code of Conduct. Cases of harassment on the part of faculty, adminstrators, or staff will be handled under appropriate personnel policies. If you are uncertain about whether harassment has occured, please contact the Dean of Students office for advice. The right to confidentiality of all members of the community will be respected, insofar as practical,given the need for a thorough and complete investigation.

This policy explicitly prohibits retaliation against individuals for bringing a harassmetn complaint to the attention of the University.

Sexual Harassment

Definition

Sexual harassment is defined as any offensive sexual advances, requests for sexual favors and other conduct of a sexual nature when:

  1. Submission to the conduct is made a term or condition of employment or education;
  2. Submission to or rejection of the conduct is used as the basis for a decision affecting an individual's employment or education, including, but not limited to, employment or academic evaluation; or
  3. The conduct has the purpose or effect of unreasonably interfering with the individual's work performance or education, or creating an intimidating, hostile or offensive employment or educational environment.

This definition will be interpreted and applied consistent with accepted standards of mature behavior, academic freedom and a reasonable person.

Community Member's Responsibility

All members of the University community are covered by this policy. This includes faculty, staff and students. Community members are expected to conduct themselves so that the employment and educational environment is free of sexual harassment and intimidation. Individuals must realize that they may still offend a person who does not object to sexual comments or jokes. University community members are expected to use common sense and good taste in their working relationships and to treat one another with courtesy and respect.

As examples, the following conduct could violate this policy:

  1. making offensive sexual comments directed at particular individuals;
  2. making offensive comments about another person's body;
  3. making any offensive sexual advances;
  4. engaging in offensive touching of another person;
  5. having or attempting to develop a romantic or sexual relationship with an individual who is a supervisor or who is in a less powerful position.

Counseling

The University recognizes that there may be circumstances in which there are questions about whether a formal complaint is appropriate and that, under these circumstances, a community member may wish to discuss this matter without initiating a written complaint. Faculty and staff members who wish to discuss matters relating to possible harassment should do so through the Employee Assistance Program. Students should use the Student Counseling Center.

Complaint Procedures

If a student feels that that s/he has been the victim of sexual harassment, the following individuals are designated by this policy to receive both verbal and written complaints of harassment on behalf of the University: the Vice President of Academic Affairs, the Dean of Students and the Director of Human Resources. In the event that all of the above persons are of the same gender, a senior faculty or staff member of the opposite gender will be designated by the President to insure that persons have the option of reporting to either a man or a woman.

Investigation Procedures

Complaints of harassment will be examined impartially and resolved promptly. The University must investigate complaints of harassment of which it has knowledge. The person who receives the complaint will be responsible for effecting the investigation. The right to confidentiality of all members of the University will be respected, insofar as it is practical, given the need for a thorough and complete investigation. It is hoped that an informal resolution to the complaint can be found, if appropriate. An informal resolution can utilize a number of approaches, including, but not limited to, a mediated agreement, a letter of apology, counseling, or explanation of motives or perceptions. All that is needed for closure is that all parties are satisfied.

A formal investigation will be undertaken in the following circumstances: the complainant is not satisfied with the informal resolution proposed; the individual accused of harassment is not comfortable with the informal resolution proposed; the individual receiving the complaint feels that the alleged behavior is serious and could merit disciplinary action. Formal complaints should be made in writing. The University may employ the services of an independent consultant knowledgeable in case law involving sexual harassment issues. The consultant may complete an investigation and report findings and make a recommendation to the appropriate administrator.

Disciplinary Action

Appropriate corrective action will be taken if the allegation is confirmed. This action can range from verbal counseling to termination of employment.

This policy explicitly prohibits retaliation against individuals for bringing a harassment complaint to the attention of the University.