A Message from Chancellor Matthew Goldstein
Sexual harassment is illegal.
As Chancellor, I take this opportunity to reaffirm the University's commitment to maintaining an employment and academic environment free from
all forms of exploitation, intimidation, or harassment, including sexual harassment. The City University of New York does not tolerate sexual harassment.
It is demeaning, offensive, illegal, and prohibited by University policy.
Every student, faculty member, staff member, and administrator is encouraged to become aware of and to support the University's
Policy Against Sexual Harassment. To this end, we provide this interactive computer program to inform all members of the University community
about sexual harassment -- what it is and how to prevent it in academic and workplace settings. A copy of the University's
Policy Against Sexual Harassment is available for printing during the program. Revised and adopted by the Board of Trustees in 1995,
the policy defines sexual harassment, provides examples of prohibited conduct, discusses penalties for offenders, and establishes procedures for
handling complaints.
The University strives to foster a harassment-free environment -- one in which all of its members can work, study, and learn in an atmosphere of courtesy
and mutual respect. As a member of the University community, you have a role to play in the attainment of this goal. I thank you for devoting further
attention to this serious issue.
Matthew Goldstein
Chancellor
Summary of Policy Against Sexual Harassment
Policy Statement
It is the policy of The City University of New York to promote a cooperative work and academic environment in which there exists mutual respect for all University students, faculty, and staff. Sexual harassment is inconsistent with this objective and contrary to the University policy of equal employment and academic opportunity without regard to age, sex, sexual orientation, alienage or citizenship, religion, race, color, national or ethnic origin, disability, and veteran or marital status. Sexual harassment is illegal under Federal, State, and City laws, and will not be tolerated within the University.
Prohibited Conduct
It is a violation of University policy for any member of the University community to engage in sexual harassment or to retaliate against any member of the University community for raising an allegation of sexual harassment, for filing a complaint alleging sexual harassment, or for participating in any proceeding to determine if sexual harassment has occurred.
Definition of Sexual Harassment
For purposes of this policy, sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other oral or written communications or physical conduct of a sexual nature when:
- submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or academic standing;
- submission to or rejection of such conduct by an individual is used as a basis for employment or academic decisions affecting such individual; or
- such conduct has the purpose or effect of unreasonably interfering with an individual's work or academic performance or creating an intimidating, hostile or abusive work or academic environment.
Examples of Sexual Harassment
Examples of sexual harassment include, but are not limited to, the following:
- requesting or demanding sexual favors in exchange for employment or academic opportunities (such as hiring, promotions, grades, or recommendations);
- submitting unfair or inaccurate job or academic evaluations or grades, or denying training, promotion, or access to any other employment or academic opportunity, because sexual advances have been rejected.
- sexual comments, teasing, or jokes;
- sexual slurs, demeaning epithets, derogatory statements, or other verbal abuse;
- graphic or sexually suggestive comments about an individual's attire or body;
- inquiries or discussions about sexual activities;
- pressure to accept social invitations, to meet privately, to date, or to have sexual relations;
- sexually suggestive letters or other written materials;
- sexual touching, brushing up against another in a sexual manner, graphic or sexually suggestive gestures, cornering, pinching, grabbing, kissing, or fondling;
- coerced sexual intercourse or sexual assault.
Consensual Relationships
Amorous, dating, or sexual relationships that might be appropriate in other circumstances have inherent dangers when they occur between a faculty member, supervisor, or other member of the University community and any person for whom he or she has a professional responsibility. These dangers can include: that a student or employee may feel coerced into an unwanted relationship because he or she fears that refusal to enter into the relationship will adversely affect his or her education or employment; that conflicts of interest may arise when a faculty member, supervisor, or other member of the University community is required to evaluate the work or make personnel or academic decisions with respect to an individual with whom he or she is having a romantic relationship; that students or employees may perceive that a fellow student or co-worker who is involved in a romantic relationship will receive an unfair advantage; and that if the relationship ends in a way that is not amicable, either or both of the parties may wish to take action to injure the other party.
Faculty members, supervisors, and other members of the University community who have professional responsibility for other individuals, accordingly, should be aware that any romantic or sexual involvement with a student or employee for whom they have such a responsibility may raise questions as to the mutuality of the relationship and may lead to charges of sexual harassment. For the reasons stated above, such relationships are strongly discouraged.
Academic Freedom
This policy shall not be interpreted so as to constitute interference with academic freedom.
False and Malicious Accusations
Members of the University community who make false and malicious complaints of sexual harassment, as opposed to complaints which, even if erroneous, are made in good faith, will be subject to disciplinary action.
Procedures
The University has developed procedures to implement this policy. The President of each college has ultimate responsibility for overseeing compliance with this policy. In addition, each dean, director, department chairperson, executive officer, administrator, or other person with supervisory responsibility is required to report any complaint of sexual harassment to an individual or individuals to be designated in the procedures. All members of the University community are required to cooperate in any investigation of a sexual harassment complaint.
Enforcement
There is a range of corrective actions and penalties available to the University for violations of this policy. Students, faculty, or staff who are found, following applicable disciplinary proceedings, to have violated this policy are subject to various penalties, including termination of employment and permanent dismissal from the University.
Some FAQs (Frequently Asked Questions) About Sexual Harassment
Q. How are sexual harassment complaints handled?
A. At each college, members of a Sexual Harassment Panel are available. They receive complaints of sexual harassment from members of the college community, explain the University complaint procedures, and may refer individuals to appropriate resources. The names, titles, telephone numbers, and office locations of college Panel members may be obtained in the college's Affirmative Action Office.
Q. Who may make a complaint of sexual harassment?
A. Any member of the college community may report complaints of sexual harassment to any member of the college's Panel.
Q. Must sexual harassment complaints be made in writing?
A. No. Sexual harassment complaints may be made by speaking to a member of the Panel. The Panel member may, however, request an individual to prepare a written statement setting forth the particulars of the complaint.
Q. Are sexual harassment complaints kept confidential?
A. It is not possible to guarantee absolute confidentiality. The privacy of persons who make complaints of sexual harassment will be respected. Information obtained in connection with bringing, investigating, or resolving complaints will be handled as confidentially as possible.
Q. Are there time limits for reporting sexual harassment to the panel?
A. There are no time limits for reporting sexual harassment to the Panel. However, allegations of sexual harassment should be reported as promptly as possible. Delay in making a complaint may make it more difficult for the college to investigate allegations.
Q. What should be done upon learning of an incident of sexual harassment involving another person?
A. A member of the University community with supervisory responsibility must report to the Panel Coordinator any incidents of sexual harassment of which he or she becomes aware or reasonably believes to exist. Other members of the University community who become aware of allegations of sexual harassment should encourage the aggrieved individual to report the alleged sexual harassment to a member of the Panel.
Q. Where can more information about the Sexual Harassment Policy and Procedures be obtained?
A. More information about sexual harassment can be obtained in the Affirmative Action Office at each college.
