Sexual Harassment Policy

Basis for Policy

The Research Foundation (RF) adopted the policy on sexual harassment in order to establish and maintain a work environment that is free of sexual harassment and in order to comply with Section 703 of Title VII of the Civil Rights Act of 1964, as amended. This act, as amended, prohibits job discrimination because of race, color, religion, sex, or national origin.

The Research Foundation also disseminated Equal Employment Opportunity Commission (EEOC) "Guidelines on Sexual Harassment" on October 30, 1980, in response to the Foundation's commitment to establish and maintain a work environment free of sexual harassment.

Policy

The Research Foundation will ensure that the work environment is free of inappropriate and disrespectful conduct and communication of a sexual nature, which adversely affects an employee's working relationship or environment.

Sexual harassment of any Research Foundation employee by managers, coworkers, or third parties will not be allowed or condoned in any of its employment practices. Any Research Foundation employee who violates this policy may be subject to discipline, up to and including termination.

Requirements

Informing Employees / Supervisors of Policy

The Research Foundation operations manager or designee must ensure that all Research Foundation employees and their supervisors are informed of the policy on sexual harassment (See Statement of Policy on Sexual Harassment in the Forms resource area) and of the availability of the Procedure for Resolving Allegations of Discrimination, which is located in the Equal Employment Opportunity group of the Employees: Personnel Administration business area. The operations manager or designee must inform new Research Foundation employees of the policy on sexual harassment.

The affirmative action officer or designee must be available to respond to questions regarding the policy on sexual harassment.

Training

At all operating locations, the affirmative action officer or designee must provide supervisors with appropriate training and information to enable them to recognize, avoid, and resolve situations involving sexual harassment.

Complaint Procedure

When employees feel that the policy on sexual harassment has been violated, operating locations must inform employees that the Procedure for Resolving Allegations of Discrimination is available to them. To the extent possible, confidentiality will be maintained.

Responsibilities

Operating Locations

The campus president or designee has the overall responsibility and authority for the location's affirmative action efforts regarding sexual harassment.

The affirmative action officer or designee at the operating location has the daily responsibility and authority for the location's efforts regarding sexual harassment.

The Research Foundation operations manager or designee is responsible for ensuring that all RF employees and their supervisors are informed of the policy on sexual harassment and of the availability of the Procedure for Resolving Allegations of Discrimination.

Corporate Affirmative Action Office at Central Office

The corporate affirmative action officer or designee is responsible for ensuring that each operating location is complying with the policy and requirements described in this procedure.

 

 

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