Human Resources Manual > University Policies > Sexual Harassment

Policy Number: 1004	Effective Date: 3/1/95
New: x	Revised:

1004.0	POLICY	SEXUAL HARASSMENT
1004.1	STATEMENT	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.
1004.3	PROCEDURES	Definition 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.