1. USD Sexual Harassment You may not know what it is………. You may not know what it is………. But you know how it makes you feel!!! But you know how it makes you feel!!!

2. What is sexual harassment? Unwanted, unwelcome behavior of a sexual nature that usually involves repeated behavior, but could be constituted by just one serious incident; Unwanted, unwelcome behavior of a sexual nature that usually involves repeated behavior, but could be constituted by just one serious incident; Unwelcome advances and requests for sexual favors that affect or could affect decisions about grades, promotions or raises (otherwise known as “quid pro quo”); and Unwelcome advances and requests for sexual favors that affect or could affect decisions about grades, promotions or raises (otherwise known as “quid pro quo”); and A “hostile” environment created by behavior such as sexual jokes or remarks, unwelcome physical pictures. A “hostile” environment created by behavior such as sexual jokes or remarks, unwelcome physical pictures.

3. Sexual harassment usually occurs in situations where one person has power over another but it can also occur between equals. In particular, a “hostile” environment may be created for an individual or group by any other person(s) if the behavior(s) meet three criteria: Sexual harassment usually occurs in situations where one person has power over another but it can also occur between equals. In particular, a “hostile” environment may be created for an individual or group by any other person(s) if the behavior(s) meet three criteria: Sexual in nature; Sexual in nature; Severe and/or pervasive; and Severe and/or pervasive; and Unwelcome. Unwelcome.

4. Sexual Harassment Is Illegal Sexual harassment violates Federal and State law and District Policies 005.0330 and 007.0235. Sexual harassment violates Federal and State law and District Policies 005.0330 and 007.0235.

5. Facts to Remember: Sexual harassment is a form of discrimination. It can occur between men and women, men and other men or women and other women. Sexual harassment is a form of discrimination. It can occur between men and women, men and other men or women and other women. The largest percentage of sexual harassment cases involve verbal rather than physical behavior. The largest percentage of sexual harassment cases involve verbal rather than physical behavior. The problem of sexual harassment does not go away by avoiding the harasser or ignoring the behavior. The problem of sexual harassment does not go away by avoiding the harasser or ignoring the behavior.

6. Examples of Behaviors That May Lead to Sexual Harassment Complaints Carl, an instructor for a large introductory course, uses sex-stereotyped references and depictions and often makes jokes about sex. He has suggested that the better looking a woman is, the more help she will get. Sandra is a student in Carl’s class who needs extra help. She is deeply offended by the instructor’s attitude and refuses to see him outside of class. Carl, an instructor for a large introductory course, uses sex-stereotyped references and depictions and often makes jokes about sex. He has suggested that the better looking a woman is, the more help she will get. Sandra is a student in Carl’s class who needs extra help. She is deeply offended by the instructor’s attitude and refuses to see him outside of class.

7. Robert is a senior with a 3.9 GPA whose professor has repeatedly asked him to go out with her. He declined. Now he finds that his papers I her class are getting low grades and he may get a C- for the course. He is sure that this is in retaliation for his refusals. Robert is a senior with a 3.9 GPA whose professor has repeatedly asked him to go out with her. He declined. Now he finds that his papers I her class are getting low grades and he may get a C- for the course. He is sure that this is in retaliation for his refusals.

8. Annette’s coworker repeatedly makes sexual comments and jokes about women during staff meetings and around the office. Annette finds these remarks insulting and has talked to her supervisor about the problem. Her supervisor tells her she is too sensitive and should ignore the remarks. Annette’s coworker repeatedly makes sexual comments and jokes about women during staff meetings and around the office. Annette finds these remarks insulting and has talked to her supervisor about the problem. Her supervisor tells her she is too sensitive and should ignore the remarks.

9. RETALIATION PROHIBITED If the person harassing you has power over your education or employment, it is understandable that you might fear reprisal if you take steps to end the harassment. You have a right to pursue your education and conduct your job in an environment free of this type of interference. If the person harassing you has power over your education or employment, it is understandable that you might fear reprisal if you take steps to end the harassment. You have a right to pursue your education and conduct your job in an environment free of this type of interference.

10. What Can You Do About Sexual Harassment? What Can You Do About Sexual Harassment?

11. As a faculty member Make sure you are aware of how classroom behavior and interaction with students may constitute, or be construed, as sexual harassment. Discuss the issue with your students. You have a legal responsibility to provide an environment free of sexual harassment. Watch for signs of sexual harassment in your school. Make sure you are aware of how classroom behavior and interaction with students may constitute, or be construed, as sexual harassment. Discuss the issue with your students. You have a legal responsibility to provide an environment free of sexual harassment. Watch for signs of sexual harassment in your school.

12. As a supervisor You have a special legal responsibility to stop sexual harassment. In Uintah School District, supervisors may include department chairs, directors, administrators and any other person who is responsible for the work of another employee. Supervisors must promptly address and resolve any harassing behaviors. You have a special legal responsibility to stop sexual harassment. In Uintah School District, supervisors may include department chairs, directors, administrators and any other person who is responsible for the work of another employee. Supervisors must promptly address and resolve any harassing behaviors.

13. As a student You should be aware that your behavior is governed by the District’s sexual harassment policy. You should be aware that your behavior is governed by the District’s sexual harassment policy.

14. As a member of the District Community You should promptly report any harassment, which you become aware of and you should be sensitive to how others view what you say and do. You should promptly report any harassment, which you become aware of and you should be sensitive to how others view what you say and do.

15. Responding to Reports If a student or employee reports harassment to you, listen carefully, provide a copy of the district’s sexual harassment policy, and follow the district policy concerning the investigation and processing of reports. In general, sexual harassment of a student must be reported to the building principal within 24 hours. If a student or employee reports harassment to you, listen carefully, provide a copy of the district’s sexual harassment policy, and follow the district policy concerning the investigation and processing of reports. In general, sexual harassment of a student must be reported to the building principal within 24 hours.

16. Reports of sexual harassment of a student must be forwarded immediately to the Superintendent who will conduct an investigation or appoint an impartial person to conduct an investigation. Reports of sexual harassment of a student must be forwarded immediately to the Superintendent who will conduct an investigation or appoint an impartial person to conduct an investigation.

17. An employee may pursue a sexual harassment complaint formally or informally. The immediate supervisor of the alleged perpetrator of sexual harassment or an alternate official requested by the complainant, may address a sexual harassment complaint informally, if desired by the complainant, by strictly following the procedures outline in Policy #005.0330. An employee may pursue a sexual harassment complaint formally or informally. The immediate supervisor of the alleged perpetrator of sexual harassment or an alternate official requested by the complainant, may address a sexual harassment complaint informally, if desired by the complainant, by strictly following the procedures outline in Policy #005.0330.

18. A formal written complaint of sexual harassment must be forwarded immediately to the Superintendent. The Superintendent may act as the investigating officer or refer the complaint to a designated agent or committee. A formal written complaint of sexual harassment must be forwarded immediately to the Superintendent. The Superintendent may act as the investigating officer or refer the complaint to a designated agent or committee. At each level, school district personnel must take steps to prevent any retribution or retaliation and must conduct investigations and resolve complaints of sexual harassment in a way that respects the rights of the complainant and the alleged perpetrator. At each level, school district personnel must take steps to prevent any retribution or retaliation and must conduct investigations and resolve complaints of sexual harassment in a way that respects the rights of the complainant and the alleged perpetrator.

19. As a general rule, any time you are in a position of authority, dating an employee or student, even physical contact beyond a professional handshake, leaves you vulnerable to charges of sexual harassment. Such charges can lead to civil lawsuits and discipline for you, not to mention public embarrassment and damage to your professional reputation. If you have doubts, avoid any questionable behavior---it is not worth the risk!!!!! As a general rule, any time you are in a position of authority, dating an employee or student, even physical contact beyond a professional handshake, leaves you vulnerable to charges of sexual harassment. Such charges can lead to civil lawsuits and discipline for you, not to mention public embarrassment and damage to your professional reputation. If you have doubts, avoid any questionable behavior---it is not worth the risk!!!!!