Anti-Harassment and Anti-Sexual Harassment

TOPIC: Anti-Harassment and Anti-Sexual Harassment
EFFECTIVE DATE: 1 November 2000
UPDATED:
13 February 2013
Approved By: Senior Staff
Policy Number: 101

POLICY

Aurora University is committed to maintaining an educational and work environment that is free of discrimination. In keeping with this commitment, Aurora University will not tolerate harassment of its students or employees by anyone, including any student, staff member, faculty member, co-worker, vendor or any third party.

Harassment is a specific form of discrimination which consists of unwelcome conduct based upon a protected classification, whether verbal, physical, or visual, that is based upon a person's protected status, such as sex, color, race, religion, creed, ancestry, national origin, age, physical or mental disability, marital status, sexual orientation, gender identity or other protected group status.

Additionally, sexual harassment encompasses a wide range of unwanted, sexually directed behavior. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

  • submission to such conduct is made either explicitly or implicitly a term or condition of an individual's education or employment,
  • submission to or rejection of such conduct by an individual is used as the basis for educational or employment decisions affecting such individual; or
  • such conduct has the purpose or effect of unreasonable interference with an individual's educational or work performance or creating an intimidating, hostile or offensive working environment.

In this policy, "employee" shall mean any individual who is hired by the university to provide services in exchange for a wage or other compensation and who does not provide these services as part of an independent business.

This Anti-Harassment and Anti-Sexual Harassment Policy applies to the conduct of a supervisor toward a subordinate, an employee toward another employee, a non-employee toward an employee, or an employee toward an applicant for employment, or an employee to a non-employee.

In addition, consensual relationships among members of the university community in which one party exercises academic or administrative control over the other are deemed unwise and are strongly discouraged. If a charge of sexual harassment is lodged regarding a once-consenting relationship, the burden may be on the alleged offender to prove that this Anti-Harassment Anti-Sexual Harassment policy was not violated.

Any employee or student of the university who feels that he/she has experienced harassment should notify one or more of the following university officials: their supervisor, the Director of Human Resources, the Chief Academic Officer, the Faculty Ombudsperson and/or any appropriate official designated by the President.  In fulfilling their obligation to maintain a positive and productive work environment, managers and supervisors are expected to promptly respond to any claims of harassment when it comes to their attention, and are expected to report such occurrences to the Human Resources Department.

TITLE NAME PHONE # E-MAIL ADDR.
Director of Human Resources
Mary Weis
630-844-3866 mweis@aurora.edu
VP Academic Affairs
Dale Simmons
630-844-4220 dsimmons@aurora.edu
Faculty Ombudsperson Terry Shapiro
630-844-4893 tshapiro@aurora.edu
Interim VP GWC
Kate Herrick
262-245-8576 kherrick@gwc.aurora.edu


Aurora University prohibits retaliation against anyone for reporting harassment, assisting in making a harassment complaint, cooperating in a harassment investigation or opposing conduct reasonably believed to constitute harassment.  Allegations of harassment and sexual harassment will be investigated promptly. To the fullest extent practicable, the university will keep the complaints and the terms of their resolution confidential.

Employees are required to attend on-line or in-class training when hired and on a regular interval, thereafter. On-line training is available throughout the year.

Questions regarding this policy should be directed to Human Resources.