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The following policy was issued by the Office of the President on September 1, 1992 and revised in May 1999 .
Introduction Michigan State University is committed to maintaining a learning and working environment for all students, faculty, and staff that is fair, humane, and responsible — an environment that supports career and educational advancement on the basis of job and academic performance. Sexual harassment subverts the mission of the University and offends the integrity of the University community. It is reprehensible and is not tolerated at Michigan State University. Sexual harassment is a form of unlawful gender (sex) discrimination. It may involve harassment of women by men, harassment of men by women, and harassment between persons of the same sex. Sexual harassment is made unlawful by Title VII of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972, and Michigan’s Elliott-Larsen Civil Rights Act. The University and the law also prohibit retaliation against persons who complain about alleged sexual harassment or who cooperate in an investigation of reported sexual harassment. This Policy applies to all members of the University community — faculty, staff, and students. Prohibition Members of the University community shall not engage in sexual harassment. Persons who do so are subject to disciplinary action, up to and including discharge for employees and suspension for students. Definition What is Sexual Harassment? “Sexual harassment” means unwelcome sexual advances, unwelcome requests for sexual favors, or other unwelcome behavior of a sexual nature when: submission to such behavior is made, explicitly or implicitly, a term or condition of an individual's employment or status in a course, program, or activity; or submission to or rejection of such behavior is used as a basis for a decision affecting an individual's employment or participation in a course, program, or activity; or such behavior is so severe, persistent, or pervasive that a reasonable person would find that it: a. alters the terms or conditions of a person’s employment or educational experience, or b. unreasonably interferes with an individual’s work or performance in a course, program, or activity, thus creating a hostile or abusive working or educational environment. Sexual harassment involves unwanted sexual attention. However, a person’s subjective belief that behavior is offensive does not make that behavior sexual harassment. The behavior must also be objectively unreasonable. The determination as to whether behavior is sexual harassment must take account of the totality of the circumstances, including the nature of the behavior and the context in which it occurred. Sexually harassing conduct often involves a pattern of offensive behavior. However, a single instance of assaultive, physically threatening, or other especially abusive behavior may constitute sexual harassment. Examples of Sexual Harassment Many kinds of behavior may fit within the preceding definition of sexual harassment . The following list is not exhaustive. sexual assault threats or insinuations which lead the victim reasonably to believe that granting or denying sexual favors will affect her or his reputation, education, employment, advancement, or standing within the University sexual advances, sexual propositions, or sexual demands which are not agreeable to both parties unwelcome and persistent sexually explicit statements or stories which are not legitimately related to employment duties, course content, research, or other University programs or activities repeatedly using sexually degrading words or sounds to describe a person unwanted and unnecessary touching, patting, hugging, or other physical contact recurring comments or questions about an individual’s sexual prowess, sexual deficiencies, or sexual behavior Speech and expressive conduct can be sexual harassment. However, this Policy shall not be interpreted to abridge First Amendment rights or to infringe academic freedom, as defined in the Faculty Handbook, the Faculty Rights and Responsibilities policy, and the document entitled Academic Freedom for Students at Michigan State University. Behavior of a sexual nature that is not sexual harassment may nonetheless be unprofessional in the workplace or disruptive in the classroom and, like other unprofessional or disruptive behavior, could warrant discipline. Violations Seeking Information on Sexual Harassment A member of the University community who seeks information regarding sexual harassment and this Policy may contact: Women's Resource Center staff 1 the Anti-Discrimination Judicial Board Coordinator the Director of the Office for Inclusion and Intercultural Initiatives the administrator in charge (e.g., chairperson, director, dean, vice president) of the relevant academic or support unit the Faculty Grievance Official the Coordinator of the Employee Assistance Program the Associate Dean for Graduate Student Welfare the Director of Human Resources the Director or the Coordinator of Sexual Assault Safety Education of the MSU Counseling Center University Undergraduate Division staff the Ombudsman Residence Hall Directors the Director of Student Life the Director of the Student Employment Office Unit administrators who need help in applying this Policy should contact: the Director of Human Resources or the Associate Provost/Associate Vice President for Academic Human Resources, whichever is appropriate; the Director of the Office for Inclusion and Intercultural Initiatives; or the Office of the General Counsel. Complaining about Sexual Harassment A member of the University community who wishes to complain about sexual harassment by an employee or student of the University should take the following action: If the alleged harasser is a faculty or staff member, the complaint should be made, orally or in writing, to the alleged harasser's unit administrator or to the Director of the Office for Inclusion and Intercultural Initiatives. If the alleged harasser is the unit administrator, the complaint should be made, orally or in writing, to the unit administrator’s superior or to the Director of the Office for Inclusion and Intercultural Initiatives. If the alleged harasser is a student, the complaint should be made to the Office of Judicial Affairs, Division of Student Affairs and Services For the University most effectively to investigate and respond to alleged sexual harassment, the complaint should be made as promptly as possible after the alleged sexual harassment occurs. A member of the University community who believes that she or he has been sexually harassed may also elect to file a complaint with the Anti-Discrimination Judicial Board for violation of the University’s Anti-Discrimination Policy or to file a grievance against the alleged harasser under applicable University procedures. The submission of such a complaint or grievance does not affect the University’s ability to take disciplinary or other administrative action even though the complaint or grievance is still pending. Reports of sexual assault and other crimes should be directed to the University’s Department of Police and Public Safety, regardless of whether the matter is also reported as sexual harassment. Processing Complaints Complaints of alleged sexual harassment made to the Office of Judicial Affairs, Division of Student Affairs and Services, will be processed under the applicable student disciplinary code. Complaints of alleged sexual harassment made to the Director of the Office for Inclusion and Intercultural Initiatives will be referred to the unit administrator of the alleged harasser or, if the alleged harasser is the unit administrator, to the unit administrator’s superior. Complaints made or referred to the unit administrator of the alleged harasser or the unit administrator’s superior will be processed by those individuals. Each complaint of sexual harassment must be evaluated with reference to the pertinent circumstances. On occasion, a complaint will be resolved informally. Other complaints will result in investigations, including interviews and the review of documentary material. Both the complainant and the alleged harasser will be notified of the outcome of an investigation. If an investigation results in a determination that sexual harassment has occurred, the University will take remedial, including, where appropriate, disciplinary, action. In processing sexual harassment complaints, the responsible administrator will normally confer with the Office of the General Counsel and academic or human resources administrators. Guidelines for investigating allegations of sexual harassment are available to administrators. Members of the University community are expected to cooperate in investigations of alleged sexual harassment by University officials. Sexual Harassment by Third Parties If a University student believes that she or he has been sexually harassed in a University academic program by an individual who is not a University employee or student, the student should report the alleged sexual harassment to the unit administrator (department chair or dean) responsible for that academic program or to the Director of the Office for Inclusion and Intercultural Initiatives. If a University employee (including a student employee) believes that he or she has been sexually harassed within the scope of his or her employment activities by an individual who is not a University employee or student, the University employee should report the alleged sexual harassment to his or her supervisor or to the Director of the Office for Inclusion and Intercultural Initiatives. If the University determines that a third party has sexually harassed a University student in a University academic program or a University employee within the scope of her or his employment, the University will take corrective action. Individuals who are not students or employees of the University are not subject to discipline under the University’s internal processes, however. A member of the University community who believes that he or she has been sexually harassed by a University contractor in the execution of a University contract or engagement may also elect to file a written complaint with the Anti-Discrimination Judicial Board for violation of the University’s Anti-Discrimination Policy. Confidentiality To the extent permitted by law, the confidentiality of all persons involved in a sexual harassment investigation or complaint will be observed, except insofar as information needs to be disclosed so that the University may effectively investigate the matter or take corrective measures. Retaliation Persons who complain about sexual harassment, or who cooperate in the University’s investigation and handling of sexual harassment reports or complaints, shall not be subject to retaliation for complaining or cooperating, whether or not the University finds that there was sexual harassment. If a complainant or witness believes that she or he is being subjected to retaliation, she or he should promptly contact the Director of Human Resources (staff), the Associate Provost/Associate Vice President for Academic Human Resources (faculty and academic staff), the Assistant Vice President for Student Affairs (students), or the Director of the Office for Inclusion and Intercultural Initiatives (faculty, staff, or students). False Complaints Any member of the University community who knowingly files a false complaint of sexual harassment, or who knowingly provides false information to or intentionally misleads University officials who are investigating a complaint of alleged sexual harassment, is subject to disciplinary action, up to and including discharge for employees and suspension for students. Other Relevant University Policies Since sexual harassment is a form of unlawful gender discrimination, a member of the University community who violates this Policy also violates the University’s Anti-Discrimination Policy. Other University policies relevant to behavior of a sexual nature by members of the University community include Conflict of Interest in Educational Responsibilities Resulting from Consensual Amorous or Sexual Relationships, Conflict of Interest in Employment, Article 2.00 of the General Student Regulations, Article 3.00 of the Graduate and Undergraduate Residence Hall Regulations, and Ordinance 22.00. Footnotes: 1Women's Resource Center staff will supply on request information on how individuals identified in this Policy may be contacted. Sexual Harassment Reported You Need To... Check the Sexual Harassment Policy. Be aware that the University considers sexual harassment reprehensible; it will not be tolerated here. Such behavior subverts the mission of the University and threatens the careers, educational experience, and well being of students, faculty and staff. Remember that members of the University community are responsible for knowing and understanding the University’s policy prohibiting sexual harassment. Unit administrators who require assistance in understanding, interpreting or applying the policy should contact MSU Human Resources or the Associate Provost for Academic Human Resources, whichever is appropriate. Check the Sexual Harassment Policy for the steps to take should an employee/co-worker decide to file a complaint. MSUE Policy on Sexual Harassment MSUE prohibits sexually harassing behavior and retaliation against employees who report sexual harassment. This applies to all MSUE employees. For Provisions/Restrictions please refer to the Michigan State University Policy on Sexual Harassment. MSUE prohibits sexual harassment of MSUE employees by non-emplyees (i.e. progam clients, volunteers, outside contractors, etc.). This policy applies to all MSUE employees. Provisions/Restrictions: MSUE is responsible for providing a work environment free of sexual harassment for its employees. Employees who are subjected to sexual harassment should immediately inform their immediate supervisor who in turn is to notify MSUE administration.
Michigan State University is committed to maintaining a learning and working environment for all students, faculty, and staff that is fair, humane, and responsible — an environment that supports career and educational advancement on the basis of job and academic performance. Sexual harassment subverts the mission of the University and offends the integrity of the University community. It is reprehensible and is not tolerated at Michigan State University. Sexual harassment is a form of unlawful gender (sex) discrimination. It may involve harassment of women by men, harassment of men by women, and harassment between persons of the same sex. Sexual harassment is made unlawful by Title VII of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972, and Michigan’s Elliott-Larsen Civil Rights Act. The University and the law also prohibit retaliation against persons who complain about alleged sexual harassment or who cooperate in an investigation of reported sexual harassment. This Policy applies to all members of the University community — faculty, staff, and students.
Michigan State University is committed to maintaining a learning and working environment for all students, faculty, and staff that is fair, humane, and responsible — an environment that supports career and educational advancement on the basis of job and academic performance. Sexual harassment subverts the mission of the University and offends the integrity of the University community. It is reprehensible and is not tolerated at Michigan State University.
Sexual harassment is a form of unlawful gender (sex) discrimination. It may involve harassment of women by men, harassment of men by women, and harassment between persons of the same sex. Sexual harassment is made unlawful by Title VII of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972, and Michigan’s Elliott-Larsen Civil Rights Act. The University and the law also prohibit retaliation against persons who complain about alleged sexual harassment or who cooperate in an investigation of reported sexual harassment.
This Policy applies to all members of the University community — faculty, staff, and students.
Members of the University community shall not engage in sexual harassment. Persons who do so are subject to disciplinary action, up to and including discharge for employees and suspension for students.
What is Sexual Harassment? “Sexual harassment” means unwelcome sexual advances, unwelcome requests for sexual favors, or other unwelcome behavior of a sexual nature when:
“Sexual harassment” means unwelcome sexual advances, unwelcome requests for sexual favors, or other unwelcome behavior of a sexual nature when:
submission to such behavior is made, explicitly or implicitly, a term or condition of an individual's employment or status in a course, program, or activity; or
a. alters the terms or conditions of a person’s employment or educational experience, or
b. unreasonably interferes with an individual’s work or performance in a course, program, or activity, thus creating a hostile or abusive working or educational environment. Sexual harassment involves unwanted sexual attention. However, a person’s subjective belief that behavior is offensive does not make that behavior sexual harassment. The behavior must also be objectively unreasonable. The determination as to whether behavior is sexual harassment must take account of the totality of the circumstances, including the nature of the behavior and the context in which it occurred. Sexually harassing conduct often involves a pattern of offensive behavior. However, a single instance of assaultive, physically threatening, or other especially abusive behavior may constitute sexual harassment. Examples of Sexual Harassment Many kinds of behavior may fit within the preceding definition of sexual harassment . The following list is not exhaustive. sexual assault threats or insinuations which lead the victim reasonably to believe that granting or denying sexual favors will affect her or his reputation, education, employment, advancement, or standing within the University sexual advances, sexual propositions, or sexual demands which are not agreeable to both parties unwelcome and persistent sexually explicit statements or stories which are not legitimately related to employment duties, course content, research, or other University programs or activities repeatedly using sexually degrading words or sounds to describe a person unwanted and unnecessary touching, patting, hugging, or other physical contact recurring comments or questions about an individual’s sexual prowess, sexual deficiencies, or sexual behavior Speech and expressive conduct can be sexual harassment. However, this Policy shall not be interpreted to abridge First Amendment rights or to infringe academic freedom, as defined in the Faculty Handbook, the Faculty Rights and Responsibilities policy, and the document entitled Academic Freedom for Students at Michigan State University. Behavior of a sexual nature that is not sexual harassment may nonetheless be unprofessional in the workplace or disruptive in the classroom and, like other unprofessional or disruptive behavior, could warrant discipline.
b. unreasonably interferes with an individual’s work or performance in a course, program, or activity, thus creating a hostile or abusive working or educational environment. Sexual harassment involves unwanted sexual attention. However, a person’s subjective belief that behavior is offensive does not make that behavior sexual harassment. The behavior must also be objectively unreasonable. The determination as to whether behavior is sexual harassment must take account of the totality of the circumstances, including the nature of the behavior and the context in which it occurred. Sexually harassing conduct often involves a pattern of offensive behavior. However, a single instance of assaultive, physically threatening, or other especially abusive behavior may constitute sexual harassment.
b. unreasonably interferes with an individual’s work or performance in a course, program, or activity, thus creating a hostile or abusive working or educational environment.
Sexual harassment involves unwanted sexual attention. However, a person’s subjective belief that behavior is offensive does not make that behavior sexual harassment. The behavior must also be objectively unreasonable.
The determination as to whether behavior is sexual harassment must take account of the totality of the circumstances, including the nature of the behavior and the context in which it occurred. Sexually harassing conduct often involves a pattern of offensive behavior. However, a single instance of assaultive, physically threatening, or other especially abusive behavior may constitute sexual harassment.
Many kinds of behavior may fit within the preceding definition of sexual harassment . The following list is not exhaustive. sexual assault threats or insinuations which lead the victim reasonably to believe that granting or denying sexual favors will affect her or his reputation, education, employment, advancement, or standing within the University sexual advances, sexual propositions, or sexual demands which are not agreeable to both parties unwelcome and persistent sexually explicit statements or stories which are not legitimately related to employment duties, course content, research, or other University programs or activities repeatedly using sexually degrading words or sounds to describe a person unwanted and unnecessary touching, patting, hugging, or other physical contact recurring comments or questions about an individual’s sexual prowess, sexual deficiencies, or sexual behavior Speech and expressive conduct can be sexual harassment. However, this Policy shall not be interpreted to abridge First Amendment rights or to infringe academic freedom, as defined in the Faculty Handbook, the Faculty Rights and Responsibilities policy, and the document entitled Academic Freedom for Students at Michigan State University. Behavior of a sexual nature that is not sexual harassment may nonetheless be unprofessional in the workplace or disruptive in the classroom and, like other unprofessional or disruptive behavior, could warrant discipline.
Many kinds of behavior may fit within the preceding definition of sexual harassment . The following list is not exhaustive.
Speech and expressive conduct can be sexual harassment. However, this Policy shall not be interpreted to abridge First Amendment rights or to infringe academic freedom, as defined in the Faculty Handbook, the Faculty Rights and Responsibilities policy, and the document entitled Academic Freedom for Students at Michigan State University.
Behavior of a sexual nature that is not sexual harassment may nonetheless be unprofessional in the workplace or disruptive in the classroom and, like other unprofessional or disruptive behavior, could warrant discipline.
Seeking Information on Sexual Harassment A member of the University community who seeks information regarding sexual harassment and this Policy may contact: Women's Resource Center staff 1 the Anti-Discrimination Judicial Board Coordinator the Director of the Office for Inclusion and Intercultural Initiatives the administrator in charge (e.g., chairperson, director, dean, vice president) of the relevant academic or support unit the Faculty Grievance Official the Coordinator of the Employee Assistance Program the Associate Dean for Graduate Student Welfare the Director of Human Resources the Director or the Coordinator of Sexual Assault Safety Education of the MSU Counseling Center University Undergraduate Division staff the Ombudsman Residence Hall Directors the Director of Student Life the Director of the Student Employment Office Unit administrators who need help in applying this Policy should contact: the Director of Human Resources or the Associate Provost/Associate Vice President for Academic Human Resources, whichever is appropriate; the Director of the Office for Inclusion and Intercultural Initiatives; or the Office of the General Counsel.
A member of the University community who seeks information regarding sexual harassment and this Policy may contact: Women's Resource Center staff 1 the Anti-Discrimination Judicial Board Coordinator the Director of the Office for Inclusion and Intercultural Initiatives the administrator in charge (e.g., chairperson, director, dean, vice president) of the relevant academic or support unit the Faculty Grievance Official the Coordinator of the Employee Assistance Program the Associate Dean for Graduate Student Welfare the Director of Human Resources the Director or the Coordinator of Sexual Assault Safety Education of the MSU Counseling Center University Undergraduate Division staff the Ombudsman Residence Hall Directors the Director of Student Life the Director of the Student Employment Office Unit administrators who need help in applying this Policy should contact: the Director of Human Resources or the Associate Provost/Associate Vice President for Academic Human Resources, whichever is appropriate; the Director of the Office for Inclusion and Intercultural Initiatives; or the Office of the General Counsel.
A member of the University community who seeks information regarding sexual harassment and this Policy may contact:
Unit administrators who need help in applying this Policy should contact: the Director of Human Resources or the Associate Provost/Associate Vice President for Academic Human Resources, whichever is appropriate; the Director of the Office for Inclusion and Intercultural Initiatives; or the Office of the General Counsel.
Complaining about Sexual Harassment
A member of the University community who wishes to complain about sexual harassment by an employee or student of the University should take the following action: If the alleged harasser is a faculty or staff member, the complaint should be made, orally or in writing, to the alleged harasser's unit administrator or to the Director of the Office for Inclusion and Intercultural Initiatives. If the alleged harasser is the unit administrator, the complaint should be made, orally or in writing, to the unit administrator’s superior or to the Director of the Office for Inclusion and Intercultural Initiatives. If the alleged harasser is a student, the complaint should be made to the Office of Judicial Affairs, Division of Student Affairs and Services For the University most effectively to investigate and respond to alleged sexual harassment, the complaint should be made as promptly as possible after the alleged sexual harassment occurs. A member of the University community who believes that she or he has been sexually harassed may also elect to file a complaint with the Anti-Discrimination Judicial Board for violation of the University’s Anti-Discrimination Policy or to file a grievance against the alleged harasser under applicable University procedures. The submission of such a complaint or grievance does not affect the University’s ability to take disciplinary or other administrative action even though the complaint or grievance is still pending. Reports of sexual assault and other crimes should be directed to the University’s Department of Police and Public Safety, regardless of whether the matter is also reported as sexual harassment. Processing Complaints Complaints of alleged sexual harassment made to the Office of Judicial Affairs, Division of Student Affairs and Services, will be processed under the applicable student disciplinary code. Complaints of alleged sexual harassment made to the Director of the Office for Inclusion and Intercultural Initiatives will be referred to the unit administrator of the alleged harasser or, if the alleged harasser is the unit administrator, to the unit administrator’s superior. Complaints made or referred to the unit administrator of the alleged harasser or the unit administrator’s superior will be processed by those individuals. Each complaint of sexual harassment must be evaluated with reference to the pertinent circumstances. On occasion, a complaint will be resolved informally. Other complaints will result in investigations, including interviews and the review of documentary material. Both the complainant and the alleged harasser will be notified of the outcome of an investigation. If an investigation results in a determination that sexual harassment has occurred, the University will take remedial, including, where appropriate, disciplinary, action. In processing sexual harassment complaints, the responsible administrator will normally confer with the Office of the General Counsel and academic or human resources administrators. Guidelines for investigating allegations of sexual harassment are available to administrators. Members of the University community are expected to cooperate in investigations of alleged sexual harassment by University officials.
A member of the University community who wishes to complain about sexual harassment by an employee or student of the University should take the following action: If the alleged harasser is a faculty or staff member, the complaint should be made, orally or in writing, to the alleged harasser's unit administrator or to the Director of the Office for Inclusion and Intercultural Initiatives. If the alleged harasser is the unit administrator, the complaint should be made, orally or in writing, to the unit administrator’s superior or to the Director of the Office for Inclusion and Intercultural Initiatives. If the alleged harasser is a student, the complaint should be made to the Office of Judicial Affairs, Division of Student Affairs and Services For the University most effectively to investigate and respond to alleged sexual harassment, the complaint should be made as promptly as possible after the alleged sexual harassment occurs. A member of the University community who believes that she or he has been sexually harassed may also elect to file a complaint with the Anti-Discrimination Judicial Board for violation of the University’s Anti-Discrimination Policy or to file a grievance against the alleged harasser under applicable University procedures. The submission of such a complaint or grievance does not affect the University’s ability to take disciplinary or other administrative action even though the complaint or grievance is still pending. Reports of sexual assault and other crimes should be directed to the University’s Department of Police and Public Safety, regardless of whether the matter is also reported as sexual harassment.
A member of the University community who wishes to complain about sexual harassment by an employee or student of the University should take the following action:
If the alleged harasser is a faculty or staff member, the complaint should be made, orally or in writing, to the alleged harasser's unit administrator or to the Director of the Office for Inclusion and Intercultural Initiatives.
If the alleged harasser is the unit administrator, the complaint should be made, orally or in writing, to the unit administrator’s superior or to the Director of the Office for Inclusion and Intercultural Initiatives.
For the University most effectively to investigate and respond to alleged sexual harassment, the complaint should be made as promptly as possible after the alleged sexual harassment occurs.
A member of the University community who believes that she or he has been sexually harassed may also elect to file a complaint with the Anti-Discrimination Judicial Board for violation of the University’s Anti-Discrimination Policy or to file a grievance against the alleged harasser under applicable University procedures. The submission of such a complaint or grievance does not affect the University’s ability to take disciplinary or other administrative action even though the complaint or grievance is still pending.
Reports of sexual assault and other crimes should be directed to the University’s Department of Police and Public Safety, regardless of whether the matter is also reported as sexual harassment.
Complaints of alleged sexual harassment made to the Office of Judicial Affairs, Division of Student Affairs and Services, will be processed under the applicable student disciplinary code. Complaints of alleged sexual harassment made to the Director of the Office for Inclusion and Intercultural Initiatives will be referred to the unit administrator of the alleged harasser or, if the alleged harasser is the unit administrator, to the unit administrator’s superior. Complaints made or referred to the unit administrator of the alleged harasser or the unit administrator’s superior will be processed by those individuals. Each complaint of sexual harassment must be evaluated with reference to the pertinent circumstances. On occasion, a complaint will be resolved informally. Other complaints will result in investigations, including interviews and the review of documentary material. Both the complainant and the alleged harasser will be notified of the outcome of an investigation. If an investigation results in a determination that sexual harassment has occurred, the University will take remedial, including, where appropriate, disciplinary, action. In processing sexual harassment complaints, the responsible administrator will normally confer with the Office of the General Counsel and academic or human resources administrators. Guidelines for investigating allegations of sexual harassment are available to administrators. Members of the University community are expected to cooperate in investigations of alleged sexual harassment by University officials.
Complaints of alleged sexual harassment made to the Office of Judicial Affairs, Division of Student Affairs and Services, will be processed under the applicable student disciplinary code.
Complaints of alleged sexual harassment made to the Director of the Office for Inclusion and Intercultural Initiatives will be referred to the unit administrator of the alleged harasser or, if the alleged harasser is the unit administrator, to the unit administrator’s superior. Complaints made or referred to the unit administrator of the alleged harasser or the unit administrator’s superior will be processed by those individuals.
Each complaint of sexual harassment must be evaluated with reference to the pertinent circumstances. On occasion, a complaint will be resolved informally. Other complaints will result in investigations, including interviews and the review of documentary material. Both the complainant and the alleged harasser will be notified of the outcome of an investigation. If an investigation results in a determination that sexual harassment has occurred, the University will take remedial, including, where appropriate, disciplinary, action.
In processing sexual harassment complaints, the responsible administrator will normally confer with the Office of the General Counsel and academic or human resources administrators. Guidelines for investigating allegations of sexual harassment are available to administrators.
Members of the University community are expected to cooperate in investigations of alleged sexual harassment by University officials.
Sexual Harassment by Third Parties If a University student believes that she or he has been sexually harassed in a University academic program by an individual who is not a University employee or student, the student should report the alleged sexual harassment to the unit administrator (department chair or dean) responsible for that academic program or to the Director of the Office for Inclusion and Intercultural Initiatives. If a University employee (including a student employee) believes that he or she has been sexually harassed within the scope of his or her employment activities by an individual who is not a University employee or student, the University employee should report the alleged sexual harassment to his or her supervisor or to the Director of the Office for Inclusion and Intercultural Initiatives. If the University determines that a third party has sexually harassed a University student in a University academic program or a University employee within the scope of her or his employment, the University will take corrective action. Individuals who are not students or employees of the University are not subject to discipline under the University’s internal processes, however. A member of the University community who believes that he or she has been sexually harassed by a University contractor in the execution of a University contract or engagement may also elect to file a written complaint with the Anti-Discrimination Judicial Board for violation of the University’s Anti-Discrimination Policy.
If a University student believes that she or he has been sexually harassed in a University academic program by an individual who is not a University employee or student, the student should report the alleged sexual harassment to the unit administrator (department chair or dean) responsible for that academic program or to the Director of the Office for Inclusion and Intercultural Initiatives. If a University employee (including a student employee) believes that he or she has been sexually harassed within the scope of his or her employment activities by an individual who is not a University employee or student, the University employee should report the alleged sexual harassment to his or her supervisor or to the Director of the Office for Inclusion and Intercultural Initiatives. If the University determines that a third party has sexually harassed a University student in a University academic program or a University employee within the scope of her or his employment, the University will take corrective action. Individuals who are not students or employees of the University are not subject to discipline under the University’s internal processes, however. A member of the University community who believes that he or she has been sexually harassed by a University contractor in the execution of a University contract or engagement may also elect to file a written complaint with the Anti-Discrimination Judicial Board for violation of the University’s Anti-Discrimination Policy.
If a University student believes that she or he has been sexually harassed in a University academic program by an individual who is not a University employee or student, the student should report the alleged sexual harassment to the unit administrator (department chair or dean) responsible for that academic program or to the Director of the Office for Inclusion and Intercultural Initiatives.
If a University employee (including a student employee) believes that he or she has been sexually harassed within the scope of his or her employment activities by an individual who is not a University employee or student, the University employee should report the alleged sexual harassment to his or her supervisor or to the Director of the Office for Inclusion and Intercultural Initiatives.
If the University determines that a third party has sexually harassed a University student in a University academic program or a University employee within the scope of her or his employment, the University will take corrective action. Individuals who are not students or employees of the University are not subject to discipline under the University’s internal processes, however.
A member of the University community who believes that he or she has been sexually harassed by a University contractor in the execution of a University contract or engagement may also elect to file a written complaint with the Anti-Discrimination Judicial Board for violation of the University’s Anti-Discrimination Policy.
Confidentiality To the extent permitted by law, the confidentiality of all persons involved in a sexual harassment investigation or complaint will be observed, except insofar as information needs to be disclosed so that the University may effectively investigate the matter or take corrective measures.
To the extent permitted by law, the confidentiality of all persons involved in a sexual harassment investigation or complaint will be observed, except insofar as information needs to be disclosed so that the University may effectively investigate the matter or take corrective measures.
Retaliation Persons who complain about sexual harassment, or who cooperate in the University’s investigation and handling of sexual harassment reports or complaints, shall not be subject to retaliation for complaining or cooperating, whether or not the University finds that there was sexual harassment. If a complainant or witness believes that she or he is being subjected to retaliation, she or he should promptly contact the Director of Human Resources (staff), the Associate Provost/Associate Vice President for Academic Human Resources (faculty and academic staff), the Assistant Vice President for Student Affairs (students), or the Director of the Office for Inclusion and Intercultural Initiatives (faculty, staff, or students). False Complaints Any member of the University community who knowingly files a false complaint of sexual harassment, or who knowingly provides false information to or intentionally misleads University officials who are investigating a complaint of alleged sexual harassment, is subject to disciplinary action, up to and including discharge for employees and suspension for students.
Persons who complain about sexual harassment, or who cooperate in the University’s investigation and handling of sexual harassment reports or complaints, shall not be subject to retaliation for complaining or cooperating, whether or not the University finds that there was sexual harassment. If a complainant or witness believes that she or he is being subjected to retaliation, she or he should promptly contact the Director of Human Resources (staff), the Associate Provost/Associate Vice President for Academic Human Resources (faculty and academic staff), the Assistant Vice President for Student Affairs (students), or the Director of the Office for Inclusion and Intercultural Initiatives (faculty, staff, or students).
Any member of the University community who knowingly files a false complaint of sexual harassment, or who knowingly provides false information to or intentionally misleads University officials who are investigating a complaint of alleged sexual harassment, is subject to disciplinary action, up to and including discharge for employees and suspension for students.
Since sexual harassment is a form of unlawful gender discrimination, a member of the University community who violates this Policy also violates the University’s Anti-Discrimination Policy. Other University policies relevant to behavior of a sexual nature by members of the University community include Conflict of Interest in Educational Responsibilities Resulting from Consensual Amorous or Sexual Relationships, Conflict of Interest in Employment, Article 2.00 of the General Student Regulations, Article 3.00 of the Graduate and Undergraduate Residence Hall Regulations, and Ordinance 22.00.
1Women's Resource Center staff will supply on request information on how individuals identified in this Policy may be contacted.
MSUE prohibits sexually harassing behavior and retaliation against employees who report sexual harassment. This applies to all MSUE employees. For Provisions/Restrictions please refer to the Michigan State University Policy on Sexual Harassment.
MSUE prohibits sexual harassment of MSUE employees by non-emplyees (i.e. progam clients, volunteers, outside contractors, etc.). This policy applies to all MSUE employees.