Purpose: To stress the University's strong opposition to sexual harassment
and identify the complaint procedure available to victims, as well as the disciplinary
penalties that could be imposed for sexually harassing conduct or
behavior by supervisory personnel, co-workers, or visitors.
Actions which may be considered sexual harassment include, but are not
limited to, physical assaults or attempts to commit these assaults;
intentional physical contact that is sexual in nature, such as touching,
patting, pinching, or brushing up against another employee's body;
unwanted sexual advances, propositions or sexual comments; posting or
displaying pictures, posters, calendars, graffiti, objects, or other
material that is sexual in nature or pornographic.
No member of the University community shall engage in sexual harassment, which
includes but is not limited to: verbal or non-verbal conduct with an
inappropriate focus on gender or sexual history, characteristics, or
preferences that is intimidating, demeaning, hostile, or offensive;
unwelcome verbal or physical advances; attempts to subject a person to
unwanted sexual attention or to coerce a person into a sexual relationship;
or retaliation for a refusal to comply with sexual demands.
- The University and the court system recognize two (2) categories of
- Quid pro quo (this for that), in which an employee suffers a tangible
job detriment in retaliation for refusing to submit to sexual demands.
- Hostile work environment, in which the employee suffers no tangile
employment detriment but where the unwelcome conduct is sufficiently pervasive
or severe to unreasonably interfere with work performance or create a
work atmosphere that is offensive or abusive.
- Any employee who believes that he or she is or has been the subject
of sexual harassment or is aware of such conduct should report the charge
immediately, in accordance with the established procedure. All information
will be held in strictest confidence and will be disclosed only on a need-to-know
basis to investigate and resolve the matter. Intentional misrepresentation
can lead to disciplinary actions, up to and including termination.
- University personnel are expected to avoid or to recuse themselves from
any situation which requires them to evaluate an employee or student
with whom they have a relationship which could make their evaluations
suspect because such behavior may constitute an abuse or misuse of
power, station, rank or influence.
- A violation of this policy can lead to disciplinary action, up to
and including termination.
- Each supervisor has a responsibility to maintain a workplace free of sexual
harassment. This duty includes discussing this policy with all employees
and assuring them that they are not to endure insulting, degrading, or
- It is unlawful to retaliate against an employee who has filed a
complaint of sexual harassment.
- A complaint relating to sexual harassment may be filed with the Affirmative
Action Coordinator/Compliance Officer or with the Director of Personnel
- The complaint must be filed within 180 days of the most recent act.
- A thorough investigation will be conducted and appropriate action taken.
- The disciplinary determination, up to and including termination, will
be based on the facts on a case-by-case basis. Additionally, the Staff
Grievance and Appeal process may be used to grieve or appeal actions
of this nature.
on Wednesday, 15-May-2002 16:15:16 CDT.
Department of Mathematics and Statistics
University of South Alabama
411 University Blvd North
Mobile, AL 36688-0002
phone: (251) 460-6264 (voice), (251) 460-7969 (fax)