Employees
It is the policy of Emory & Henry that no member of the University community, students, faculty, administrators, staff, vendors, contractors, or third parties, may sexually harass any other member of the community.
Sexual Harassment Policy Statement
Sexual Harassment
It is the policy of Emory & Henry that no member of the University community, students, faculty, administrators, staff, vendors, contractors, or third parties, may sexually harass any other member of the community. Sexual advances, requests for favors, and other verbal, physical, or visual conduct of a sexual nature constitute harassment when:
- Submission to such conduct is made or threatened to be made, either explicitly or implicitly, a term or condition of an individual’s employment education;
- Submission to or rejection of such conduct by an individual is used or threatened to be used as the basis for academic or employment decisions affecting that individual; or
- Such conduct has the purpose or effect of substantially interfering with an individual’s academic or professional performance or creating what a reasonable person would perceive as an intimidating, hostile, or offensive employment, educational, or living environment.
Sexual Violence
Sexual violence is a prohibited form of sexual harassment. Sexual violence includes physical sexual acts perpetrated against a person’s will or where a person is incapable of giving consent due to use of drugs and/or alcohol or to an intellectual or other disability. Some examples of sexual violence may include rape, sexual assault, sexual battery, sexual coercion, domestic violence, dating violence, and stalking.
Sexual Misconduct
Sexual misconduct is a prohibited form of sexual harassment and includes unwelcome advances, requests for sexual favors, or other unwanted verbal or physical conduct of a sexual nature depending upon the circumstances of each case. Forms of sexual misconduct may include:
- Sexual harassment, as prohibited harassment described above
- Physical assault with sexual intent such as rape, sexual assault, sexual battery, sexual coercion
- Sexual contact without consent, by means of force, threat, intimidation or victim incapacity whether by drugs, alcohol or intellectual disability
- Sexual intercourse without consent, by means of force, threat, intimidation or victim incapacity
- Domestic violence
- Dating violence
- Stalking
- Attempts to commit the sexual offenses listed above
Sexual misconduct in any form is a violation of this policy. However, if there is a reasonable basis for a finding that any misconduct described in items b-h above occurred, that misconduct does not have to satisfy the elements of harassment to constitute a violation of this policy.
If an employee believes that he or she has been subject to sexual harassment or any unwelcome sexual attention, he or she may address the situation directly and immediately to the harasser, if possible.
If the inappropriate conduct does not cease, or if the employee is unable or uncomfortable with addressing the alleged harasser directly, he or she should report the incident to his or her own supervisor or manager, or to the Director of Human Resources.
It is important to report any and all concerns of sexual harassment or inappropriate sexual conduct to a supervisor or manager or the Director of Human Resources as soon as possible. Management must be made aware of the situation so that it can conduct an immediate and impartial investigation and take appropriate action to remediate or prevent the prohibited conduct from continuing. Immediate action can include accommodations for the complainant so that interactions between the parties involved can be avoided (classroom, office, housing, etc.).