University Policy Against Sexual Harassment

It is the understanding of the faculty that the policy against sexual harassment in no way refers to the abstract expression of opinion on the nature of the sexes. This policy is concerned only with the problem of unwanted sexual advances directed at individuals.

The University of Delaware is committed to protecting the rights and dignity of all employees. The University will not tolerate sexual harassment in the work place. All employees have the right to work/study in an atmosphere free of sexual harassment. Further, sexual harassment is a form of sexual discrimination and is a violation of federal and state law.

Sexual harassment is defined as any unwelcome advances or requests for sexual favors, and other verbal or physical conduct of a sexual nature that leads to negative employment consequences if the employee/student does not submit, or which has the purpose or effect of unreasonably interfering with an individual's work performance or creates an intimidating, hostile or offensive work/school environment.

The following types of actions may constitute sexual harassment, whether the harasser is a co-worker, supervisor, classmate or professor:

demanding sexual favors accompanied by implied threats about the person's employment status, or implied promises of preferential treatment
deliberate assaults
"accidental" brushes or touches
degrading comments or jokes directed at one's sex.

The University administration and all supervisory personnel are responsible for maintaining a work environment free of sexual harassment. Immediate and appropriate corrective action will be taken when cases of sexual harassment occur. Supervisors should consult with the Office of Employee Relations in such cases.

It is a violation of University policy to retaliate in any way against students or employees who raise allegations of sexual harassment.

Employees/students who believe that they are being subjected to sexual harassment should discuss the matter with their supervisor/adviser, if appropriate, or directly contact the Office of Employee Relations. The Office of Employee Relations will:

discuss the matter in confidentiality
provide advice
investigate the problem
if the case if found to be valid, implement prompt and appropriate corrective action.

Employees may also contact the Office of Women's Affairs (OWA) or the Office of Affirmative Action (OAA) for confidential support, information, and possible informal resolution. The OWA and OAA can refer complaints to the Office of Employee Relations for further investigation and action.

A more formal means of redress from sexual harassment may also be sought through grievance procedures. For faculty and hourly employees, the grievance procedures are found in Collective Bargaining Agreements. For professional and salaried staff, the grievance procedures are found in the Personnel Policy & Procedures Manual for Professional & Salaried Staff. For students, the grievance procedures are found in the Student Handbook.

(Rev. 6/5/89; updated 11/15/93)

March 24, 1995