Temple University Sexual Harassment Policy
1. In general Temple University is committed to the maintenance of a community free from sexual harassment. Sexual harassment is unacceptable conduct and will not be tolerated in any context at Temple University, whether it be in a faculty/student, faculty/faculty, supervisor/employee, staff/student, student/student, worker/co-worker, or other relationship. All members of the university community have a responsibility to insure that the university is free from all forms of sexual harassment.
For all individuals who are part of the Temple community, sexually harassing conduct that is sufficiently severe, pervasive, and objectively offensive as to substantially disrupt or 1opportunities of the university is prohibited, including the following: unwelcome sexual advances requests for sexual favors, and other harassing conduct or physical contact of a sexual or gender-motivated nature, when:
a. submission to such conduct is made explicitly or implicitly a term or condition of an individual's employment or status in a course, program, or activity; or
b. submission to or rejection of such conduct is used as a basis for an employment- related, educational, or other decision affecting an individual; or
c. such conduct substantially interferes with an individual's work, educational
d. such conduct creates an intimidating, hostile, or abusive work or educational environment.
2. Conduct between students and faculty, instructors, advisors, athletic coaches, and others.
a. With reference to behavior between an instructor and students of that instructor, no instructor shall make a sexually suggestive or intimidating remark, ask a student for a date or sexual favor, or in other ways make a sexual advance to the student. While a student is a student of a particular instructor, any sort of sexual or romantic advances or relationship between the student and the particular instructor is prohibited.
b. A student is a student of a particular instructor:
(i) when a student is registered in a course taught by the instructor and has not yet received a final grade; or
(ii) when a student is assigned to be advised by a particular instructor, whether the instructor is serving as an undergraduate adviser, graduate adviser, or member of a thesis or dissertation committee; or
(iii) at other times when an instructor has a relationship with a student such that a student's activities at the university are being supervised or evaluated by the instructor; or
(iv) at other times when an advisor, athletic coach, physician, laboratory operator, or other similar individual has a relationship with a student such that the student's activities at the university are being supervised or evaluated by that person. The relationships covered by this paragraph include, but are not limited to, medical residents and physicians and student members of athletic teams and athletic department coaches.
c. There are, in addition, faculty/student relationships that are less clear because, although the faculty member does not have direct responsibility for the student, the faculty member may indirectly affect the student's academic evaluation or career opportunities. Such situations exist, for instance, when a faculty member serves on the fellowship committee in a graduate student's department. In such cases, careful adherence to the following ethical principles is required:
(i) an instructor must desist from expressions of sexual or romantic interest if there is any indication that such interest is unwelcome by the student;
(ii) no instructor may indicate, explicitly or implicitly, that an academic reward or punishment could result from the student's reaction to an instructor's sexual or romantic advances;
(iii) if a consensual sexual and/or romantic relationship develops between a student and instructor, the instructor should not thereafter take part in any activity that involves evaluation of the student's academic work or progress, without prior permission by the student's academic dean for good cause shown.
3. Supervisory Conduct
Any person (a) who has power, either individually or collectively with others, to dispense or influence rewards or punishments regarding another person, (b) who evaluates the work performance of another person, or (c) to whom another person reports regarding work assignments, may not subject such other person to any unwelcome sexual conduct, such as an unwelcome sexual advance or request for sexual favor, irrespective of whether submission to such conduct is explicitly or implicitly made a basis for a decision affecting such person or whether such conduct creates a hostile environment.
Educational efforts are essential to the establishment of a campus environment that is as free as possible from sexual harassment. Education has at least three goals: (a) ensuring that all persons are aware of their rights and responsibilities in the university community; (b) advising members of the university community of unacceptable behavior; and (c) informing all persons about the available mechanisms to address complaints of violations of this policy.
The EOC in conjunction with the Human Resources department is responsible for disseminating information and presenting education and training sessions about sexual harassment to insure that all members of the university community are aware of sexual harassment in all its forms, the university's policy prohibiting sexual harassment and the procedures available to enforce this policy, as well as the identities of the ombudspersons and the support groups available to help victims of sexual harassment. The EOC will consult with the appropriate university officials in designing and carrying out these educational efforts.
A training session on the university's sexual harassment policy will be included in the orientation required of all new students, faculty and other employees. Follow-up educational efforts, and information and training sessions for all members of the university community, will be undertaken with such frequency and in such a manner as to carry out the purposes of this policy.
C. Procedures for Resolving a Complaint
The informal and formal complaint procedures set forth below are internal administrative procedures of the university. As to those forms of sexual harassment that also violate state or federal law, an aggrieved party may also file a complaint with the appropriate local, state, or federal agency or in a court with jurisdiction.
These informal and formal complaint procedures are supplemental to, and are not intended to displace, other disciplinary procedures set forth in any applicable collective bargaining agreement and in the rules and regulations of the Faculty Senate.
1. Informal Resolution Procedures
Informal complaints may be oral or written. In many instances, informal discussion, counseling, and mediation can be useful in resolving perceived instances of sexual harassment. Problems are sometimes easier to resolve when an informal atmosphere encourages people to identify the difficulty, talk it out, and agree on how to deal with it. Use of the informal procedures set forth below is not a prerequisite to initiating a formal complaint. Informal complaint resolution does not involve disciplinary proceedings against the alleged harasser.
a. Whom to Contact Any person who believes that he or she is a victim of sexual harassment may make an informal complaint to any Equal Opportunity Ombudsperson.
b. Ombudsperson's Role and Responsibilities Equal Opportunity Ombudspersons shall be designated annually by the appropriate university officials and shall be knowledgeable about sexual harassment matters and trained to assist in understanding and resolving such matters. Ombudspersons should be sensitive to the feelings, rights, and interests of all parties, and have demonstrated ability to handle confidential and sensitive matters in a discreet manner. A sufficient number of ombudspersons should be designated each year to afford reasonable access to them at all university campuses. A listing of current Equal Opportunity Ombudspersons is published on the EOC website (www.temple.edu/eoc).
The ombudsperson will treat an informal complaint as confidential, as specified below. The ombudsperson will advise the complaining individual about support services available at the university, and the availability of both formal and informal complaint resolution procedures.
If requested by the complaining party, the ombudsperson will assist in attempting to resolve the complaint informally. Such assistance may involve, for example, advising the complainant in writing a letter to that person asking that the behavior stop. Alternatively, the complainant may ask the ombudsperson to meet with the alleged harasser, or explore other possible resolutions. The ombudsperson may enlist the help of other university personnel, such as department chairs, deans, or administrators in resolving an informal complaint.
During informal resolution, all reasonable efforts will be made to insure the confidentiality of information received, including the identities of the parties. The identity of the complaining party will be disclosed to the accused during the informal resolution process only if the complaining party gives permission. If, due to the circumstances of the alleged harassment, it is not possible to conduct a review of or resolve the complaint and yet maintain confidentiality, the complaining party will be informed and be given the options of proceeding (with disclosure of identity) or withdrawing from the informal resolution process. Anyone with an inquiry or informal complaint may bring another member of the university community to discussions with the designated ombudsperson, as long as that person agrees to be bound by the confidentiality provisions of this policy.
3. Formal Complaint Resolution
a. Filing of Complaint
-Members of the university community who believe that they are victims of sexual harassment may bring a formal administrative complaint of sexual harassment by filing a written complaint directly with EOC. A person is not required to utilize informal resolution procedures before filing a formal complaint.
-The EOC will be responsible for conducting a prompt investigation of a formal complaint. The purpose of the investigation is to establish whether there is a reasonable basis for believing that a violation of this policy has occurred. The investigation may entail interviews of the complainant, the accused, and other persons believed to have pertinent factual knowledge. Depending upon the nature of the formal complaint, EOC or the Title IX Coordinator, may work in conjunction with Campus Safety Services in conducting a prompt investigation of the complaint. During such investigations, every reasonable effort will be made to protect the privacy rights of all parties, but confidentiality cannot be guaranteed.
c. Opportunity To Be Heard
-The investigation will afford the accused an opportunity to examine and respond to the allegations. The accused will be informed of the identity of the complainant, unless the alleged harassment occurred in public and the accused would have a fair opportunity to respond to the allegations without such disclosure. If the accused is a Temple University student, the university may utilize its Student Code of Conduct as the Title IX Grievance Procedure.
-Possible outcomes of the investigation by the EOC are: (a) a determination that the allegations are not warranted, (b) a negotiated resolution of the complaint, or (c) a determination that there is a reasonable basis for believing that a violation of this policy has occurred.
The EOC will inform the parties promptly, in writing, about the outcome of the investigation.
4. Formal Disciplinary Proceedings
a. Alleged violations of this policy by persons other than full-time faculty: If the result of the investigation by the EOC is a determination that there is a reasonable basis for believing that a alleged violation of this policy has occurred and a negotiated settlement cannot be reached, then the appropriate university officer will initiate formal disciplinary action as follows:
(i.) for alleged violations of this policy by non-union employees, the university officer responsible for the unit employing the accused will initiate disciplinary procedures;
(ii.) for alleged violations of this policy by union staff members, a senior officer responsible for Human Resources, or his/her designee, will initiate disciplinary procedures in accordance with the applicable collective bargaining agreement;
(iii.) for alleged violations of this policy by students, a senior officer for student affairs, or his/her designee, will initiate disciplinary procedures applicable to charges of misconduct under the student code of conduct;
(iv.) for alleged violations of this policy by graduate assistants or other instructional personnel, the provost (or designee) will initiate disciplinary procedures; and
(v.) for any other alleged violations of this policy, the president (or designee) will initiate appropriate disciplinary procedures.
Alleged violations of this policy by a member of the full-time faculty will be governed by the disciplinary procedures applicable to faculty in the Faculty Handbook and in the Temple / TAUP collective bargaining agreement for faculty in that bargaining unit. Without limiting the right of any person to initiate disciplinary action at any time as set forth in those documents, the provost (or designee) shall initiate formal disciplinary procedures against a faculty member for a violation of this policy when the result of an investigation by the EOC is a determination that there is a reasonable basis for believing that a violation of this policy has occurred and that a negotiated settlement cannot be reached. When such a case is referred to the Faculty Senate Personnel Committee, the investigation completed by the EOC may be considered as equivalent to the college-level review that normally precedes a review by the Personnel Committee.
Any member of the university community who engages in sexual harassment or other conduct in violation of this policy is subject to the full range of disciplinary action, up to and including separation from the university.
Threats, other forms of intimidation, and retaliation in any form against any member of the university community who exercises his or her right to initiate a complaint or inquiry in good faith under this policy is strictly prohibited, and will itself be cause for appropriate disciplinary action.