SEXUAL HARASSMENT POLICY
Central Michigan University is committed to maintaining an educational and working environment free of conduct, which degrades or oppresses individuals, including conduct that sexually humiliates individuals.
Definitions of Sexual Harassment: Elliott-Larsen Civil Rights Act 453 of 1976 as Amended by Public Act 202 of 1980: Sec 103(h) Discrimination because of sex includes sexual harassment which means unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct or communication of a sexual nature when:
(i)
Submission to such conduct or communication is made a term or condition either
explicitly or implicitly to obtain
employment, public accommodations or public services, education, or housing.
(ii) Submission to or rejection of
such conduct or communication by an individual is used as a factor in decisions
affecting
such individual's employment, public accommodations or public
services, education, or housing.
(iii)
Such conduct or communication has the purpose or effect of substantially
interfering with an individual's employment,
public accommodations or public
services, education, or housing, or creating an intimidating, hostile, or
offensive
employment, public accommodations, public services, education, or
housing environment.
This information and more is available from the Michigan Department of Civil Rights Online Pamphlet website. The pamphlet is called, "Unlawful Sexual Harassment: How to Recognize It, How to Stop It, Where to Go for Help."
DEFINITION AND STATUTORY REFERENCE
Harassment on the basis of sex is discrimination in violation of Title VII of the Civil Rights Act of 1964, 42 U.S.C. Sec. 2000e and Title IX of the Educational Amendment of 1972, 20 U.S.C. Sec. 1681. In addition, sexual harassment by any individual may constitute assault, sexual assault, public lewdness, or indecent exposure under state law.
It is a violation of the University Policy for an employee, agent or student of the university to engage in sexual harassment, as defined in the Michigan Civil Rights Act as follows:
"Unwelcome sexual advances, requests for
sexual favors, and other verbal or physical conduct or communication of a sexual
nature when:
Submission to such conduct or communication is made a condition either explicitly or implicitly to obtain employment, public accommodations, or public services, education or housing.
Submission to or rejection of such conduct or communication by an individual is used as a factor in decisions affecting such individual’s employment, public accommodations, or public services, education or housing.
Such conduct or communication has the purpose or effect of substantially interfering with an individual’s employment, public accommodations or public services, education, or housing, or creating an intimidating, hostile, or offensive employment, public accommodations, public services, educational, or housing environment."
RESPONSIBILITIES OF SUPERVISORS
Supervisors have a special responsibility for implementing the Sexual Harassment Policy. When supervisors observe behavior in areas they supervise that violates this policy, they have a responsibility to address the situation. If employees bring complaints to the attention of supervisors, it is a supervisors duty to inform those employees about their rights under this policy, provide them with direction about where to get assistance, attempt resolution, or contact the Affirmative Action Office for advice. The person in authority will take appropriate action. The supervisor should report all concerns, cases and complaints to the Affirmative Action Office even if there has been satisfactory resolution. Violation of this policy can result in discipline and/or dismissal for students. Violations should be reported to and discussed privately with an investigator in the Affirmative Action Office. Cases will be handled in a timely and confidential manner.
HOW A STUDENT CAN FILE A COMPLAINT OR FORMAL GRIEVANCE
Student employees who feel aggrieved because of sexual harassment have several ways to make their concerns known. Students who feel comfortable doing so should directly inform the person engaging in sexually harassing conduct or communication, telling that person the conduct or communication is offensive and request that it stop.
If a student who feels aggrieved does not wish to communicate directly with the person whose conduct or communication is offensive or if direct communication by the student with that person does not work, the student may contact either the Affirmative Action Office or the Office of Student Life. Formal grievances of sexual harassment by students may be filed with the Affirmative Action Office and will be processed under the University’s Affirmative Action grievance procedure.
Sexual Harassment Liaisons, and Other Assistance at Central Michigan University