Harassment Policy

[Faculty Handbook Category #3]

St. Olaf College is committed to creating and maintaining an environment in which all members of the St. Olaf community — students, faculty, staff, and administrators — are treated with respect and dignity, free from harassment. Faculty, administrators, staff, and students are together responsible for maintaining an educational and working environment that is harmonious with the college’s mission.

Harassment consists of unwelcome conduct based on a person’s race, color, creed, religion, national origin, sex, sexual orientation, disability, age, marital status, status with regard to public assistance, or any other protected class status when submission to such conduct:

· is a condition of employment or academic advancement; or

· is a basis for an employment or academic decision; or

· interferes with an individual’s job or academic performance; or

· creates an intimidating, hostile, or offensive work or academic environment.

Harassment of any member of the St. Olaf community by a member of the same sex or a member of the opposite sex, and by any individual based on another individual’s protected class is prohibited. The college prohibits sexual harassment and any other form of harassment by any individual, including supervisors, employees, coworkers, students, and third parties such as consultants, contractors or vendors, in any form, including verbal, physical, and visual harassment. Appropriate disciplinary action will be taken against any person found to have violated this policy.

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, sexually motivated physical contact, or other verbal or physical conduct or communication of a sexual nature. Sexual harassment is distinguished from a voluntary sexual relationship by the introduction of the element of coercion, threat, hostility, or unwanted attention of a sexual nature.

Actions that can constitute sexual harassment include:

· the conditioning of employment benefits or participation in a class based on obtaining sexual favors;

· engaging in conduct of a sexual nature which creates an intimidating, hostile, or offensive academic or work environment (e.g., sexually-oriented jokes, offensive physical contact, obscene messages and gestures);

· punishing or threatening to take adverse action against a subordinate or student for refusal to comply with sexual demands.

Faculty and employees are reminded to review the college’s Consensual Relations policy for other restrictions and suggestions relating to romantic relationships.

If at any time you feel you are being harassed in violation of the college’s policy, you should immediately contact the Director of Human Resources or the Dean for Community Life and Diversity.

Harassment Complaint Process

Formal and informal complaints of harassment should be directed to the Director of Human Resources or to the Dean of Community Life and Diversity. They will arrange to have the allegations investigated and complaints resolved appropriately.

A designated member of the college, generally someone from the staff of the Human Resources Office, will ask to hear the particulars of the complaint — who, what, where, when, how, how often, and the names of possible witnesses. Complaints will be handled in as discreet and confidential a manner as possible. Because of legal obligations, however, the college cannot promise complete confidentiality nor can it promise that no action will be taken upon request.

The Human Resources Office will conduct an investigation into the facts of each complaint. When witnesses are questioned, the name of the complainant will be kept confidential, if possible. In many instances, however, the name of the complainant will need to be revealed in order to conduct a quality investigation. As impartial investigators, the staff of the Human Resources Office will seek facts to ascertain the circumstances of the complaint and generally will request that witnesses keep the discussion about the complaint confidential. Following the conclusion of the investigative process, a member of the Human Resources Office staff will meet again with the complainant and the alleged offender (in separate meetings) to discuss the situation. If the Human Resources Office determines that the allegations of the complaint are true, behavioral changes will be recommended or required and disciplinary actions may be imposed.

Individuals involved in a harassment complaint must take care to neither say nor do anything that could be perceived as retaliation toward the complainant. Retaliation against any faculty, staff or student for making a complaint under this policy, or for participating in an investigation under this policy, is strictly prohibited. If an individual believes he or she has been the subject of such retaliation, he or she should notify the Director of Human Resources or the Dean of Community Life and Diversity immediately.

Both the complainant and the accused are encouraged to seek counsel through the college’s Employee Assistance Program or other support mechanisms available on or off campus. Assistance in locating appropriate support may be requested from the Human Resources Office.