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Section 100:
Section 200:
Hiring and Employment
Section 300:
Employee Relations
Section 400:
Professional Conduct
Section 500:
Employee Development
Section 600:
Time Away From Work
Section 700:
Section 800:
Work Hours and Pay Practices
Section 900:
Health & Safety
Section 1000:
University Policies

1001: Union Organizing

1002: Smoking

1003: Drug Free Workplace

1004: Sexual Harassment

1005: Georgetown University Computer Systems Acceptable Use Policy

1006: Guidelines for Systems and Network Administrators

1007: Code of Conduct for the Officers and Senior Administrators of Georgetown University

1010: Payroll Advances

1011: Distribution of Payroll Checks

1012: Student Employees -- Applicability of FICA Tax

1013: Tax Treatment and Reporting of University Provided Vehicles to Officers, Faculty, and Staff Employees [PDF]

1014: Tax Treatment and Reporting of Moving Expenses for all Officers, Faculty, and Staff Employees [PDF]

1015: Tax Treatment and Reporting of Athletic and Other Event Tickets Purchased with University Funds

1016: Tax Treatment of Subsidized University Housing for Officers, Faculty, and Staff Employees [PDF]

1017: Vehicle Policy [PDF]

1018: Protection of Minors Policy [PDF]

1019: Establishing New Entities and Presence in New Jurisdictions [PDF]

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Human Resources Manual > University Policies > Sexual Harassment
Policy Number: 1004 Effective Date: 3/1/95
New: x Revised:





Sexual harassment by employees or students at Georgetown University is prohibited and will subject perpetrators to disciplinary action. Sexual harassment subverts the University's mission, diminishes the dignity of both perpetrator and victim, and threatens permanent damage to the careers, educational experience, and well-being of our students, faculty and staff.

Sexual harassment is especially serious when it occurs between teachers and students or supervisors and subordinates. In such situations, sexual harassment unfairly exploits the power inherent in a faculty member's or supervisor's position. Although sexual harassment often occurs when one person takes advantage of a position of authority over another, the University recognizes that sexual harassment may also occur between people of equivalent status. Regardless of the form it may take, the University will not tolerate conduct of a sexual nature that creates an unacceptable working or educational environment.





For the purposes of this policy, sexual harassment is defined as any unwelcome sexual advance, request for sexual favors or other verbal or physical conduct of a sexual nature when:
  • Submission to such conduct is made explicitly or implicitly a term or condition of an individual's employment or academic advancement; or
  • Submission to or rejection of such conduct is used as a basis for making an employment or academic decision affecting an individual; or
  • Such conduct has the purpose or effect of interfering with an individual's work or educational performance, or of creating an intimidating, hostile, or offensive environment for work or learning.
Sexual harassment may involve the behavior of a person of either gender toward a person of the same or opposite gender when that behavior falls within the operative definition of sexual harassment.

Supervisory Role
The University recognizes that Supervisors bear an important responsibility to deter sexual harassment, to investigate any such allegation that is brought to their attention and if warranted, to consult with the Office of Affirmative Action programs about the situation. In addition, the supervisor must report the matter to a higher authority responsible for ensuring a prompt review and taking strong remedial action.

Grievance Procedure
The "Grievance Procedures to investigate Allegations of Unlawful Discrimination," administered by the Office of Affirmative Action programs, is a confidential process that is available to any member of the University community, who wishes to file a complaint of sexual harassment. The process is administered by trained counselors in the Office of Affirmative Action programs.

1004.4 RESPONSIBILITY University employees, supervisors and managers must comply with this policy.
1004.5 RESOURCE Contact the Office of Affirmative Action programs if you have questions or if you would like more information about this policy.

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