1. Sexual Harassment: Administrator Responsibilities and Considerations Jaquie Resnick, Ph. D. Professor and Director Emeritus Senior Advisor to Vice President for Student Affairs University of Florida resnick@ufl.eduresnick@ufl.edu 352.392.1265 155 Tigert Hall resnick@ufl.edu

2. Organizational Climate Assessment What does UF convey regarding tolerance of Sexual Harassment? Your college? Your department? Are complaints taken seriously? Are perpetrators likely to face consequences? How is information conveyed? Is it discussed systematically? Easily accessible?

3. Obligation to Report Knowledge of Sexual Harassment of a Student Any University Official - All Employees Faculty, USPS, TEAMS, & OPS Student Employees with Supervisory Responsibility (e.g., TAs, GAs, RAs) Exempted: Only Those with Legal Privilege

4. Sexual Battery is Included in Sexual Harassment Policy Reports should be made directly to UFPD For more information and options, contact the UFPD Office for Victim Services for a confidential consult Clery Act Compliance – Any knowledge of sexual battery occurring on campus must be reported to UFPD

5. How Can Students and Employees Report Sexual Harassment? Office of Institutional Equity and Diversity Student Conduct and Conflict Resolution (students only) UF Police Department UF Police Department Any University Official

6. Where Can a Person Obtain Confidential Consultation and Counseling? Office for Victim Services Counseling and Wellness Center Employee Assistance Program

7. Possible Administrative Actions Following a Sexual Harassment Finding Implement appropriate consequences based on report Follow-up on status of Complainant Follow-up to see that no retaliation occurs Evaluate climate issues for secondary victims Consult and/or promote relevant campus resources After a period of time has elapsed, consider repeating follow-up actions to check for residual issues

8. Consultation, Communication and Outreach Clear, thoughtful and intentional communication so that you are operating proactively and within the limits set by the institution and the law. Consult with HRS Employee Relations regarding disciplinary actions. Consult with HRS Employee Relations regarding disciplinary actions. Clarify what can be said to those impacted, including the secondary victims. Inform and consult with your supervisor.

9. Consultation, Communication and Outreach Consider providing harmed parties appropriate information and/or the opportunity to ask questions if a large group has been impacted. Contact the CWC or HRS Employee Relations for assistance. Reiterate and reinforce to your unit employees and students the importance of upholding the University SH policy, including no retaliation. Create a climate where employees and students know that SH will not be tolerated.

10. Consultation, Communication and Outreach Make education and prevention efforts ongoing and systematic. Incorporate on-line SH websites on your unit website. Use student focused on-line prevention program prior to professional rotations, externships, and/or study abroad experiences. Use student focused on-line prevention program prior to professional rotations, externships, and/or study abroad experiences. Promote campus resources available to students and employees.

11. Campus Resources Reporting Institutional Equity and Diversity (352) 273-1778 http://www.hr.ufl.edu/eeo/sexharassment.htm http://www.hr.ufl.edu/eeo/sexharassment.htm Police Department (352) 392-1111 http://www.police.ufl.edu/inv/inv.asp Student Conduct and Conflict Resolution (352) 392-1261 x 207 http://www.dso.ufl.edu/sccr/ http://www.dso.ufl.edu/sccr/

12. Campus Resources Confidential Consultation and Counseling Office of Victim Services (352) 392-5648 (Monday - Friday, 8:00 a.m. - 5:00 p.m.) (352) 392-1111 (after business hours and on weekends) http://www.police.ufl.edu/ovs/vap.asp http://www.police.ufl.edu/ovs/vap.asp Counseling and Wellness Center (re: students) (352) 392-1575 www.counsel.ufl.edu www.counsel.ufl.edu Employee Assistance Program (re: employees) (352) 392-5787 ww.eap.ufl.edu ww.eap.ufl.edu

13. Campus Resources On-line Information Guidelines on Sex Discrimination, Sexual Harassment, and Harassment http://www.hr.ufl.edu/publications/eeo_harassment_brochure.pdf Student Information http://www.ufsa.ufl.edu/students/sh/sexualharassment.shtml Student Sexual Harassment On-line Training Program http://www.ufsa.ufl.edu/students/sh/onlinetraining.shtmlhttp://www.ufsa.ufl.edu/students/sh/onlinetraining.shtml http://www.ufsa.ufl.edu/students/sh/onlinetraining.shtml http://www.ufsa.ufl.edu/students/sh/onlinetraining.shtml Faculty Handbook (Personnel Information/Other Policies/Other Polices Related to Employment) http://www.aa.ufl.edu/handbook/ Consensual Relationships and Conflict of Interest (Section 10) http://www.hr.ufl.edu/publications/eeo_harassment_brochure.pdf

14. Case Study #1 Professor Rose indicated on her Facebook page that she is in a romantic relationship with Jack, a student in her class. Jack also indicated on his Facebook page that he too was in a romantic relationship with Professor Rose. A fellow classmate, Chaz, discovers these Facebook entries. Chaz talks with the department chair, and contends that his midterm grade and class assignment was unfair compared to the grade and assignment that Jack received. What should the administrator do?

15. Case Study # 2 Leila, a new community college transfer student, contacts her undergraduate coordinator to discuss a troubling incident involving her teacher, Professor Frank. Leila had been attending the informal weekly tutoring sessions that Dr. Frank held in the Gator Pub. Leila, along with some other students and Dr. Frank, often stayed to socialize. This was important to Leila, who was very homesick. Often the last to leave, she and Dr. Frank would often share a bottle of wine and talk about music and politics. He was interested in her opinions, and eventually they shared conversations about their respective problems in personal relationships.

16. Case Study # 2 (con’t) The last time they met at the pub, he offered to walk her to her car. As she was getting into her car, he leaned over and kissed her fully on the mouth. She did not react because she had been taken by surprise. Until then, she had been under the mistaken impression that his feelings, like hers, were platonic in nature. Leila is flattered and uncomfortable at the same time and isn't sure what to do. She requests this conversation remain confidential. What should the undergraduate coordinator do?

17. Questions?