UNIVERSITY OF OREGON SEXUAL HARASSMENT POLICY
Statement from President Myles Brand:
“Among a university’s most important tasks is to assure that its students can compete equally tor academic recogni
_ lion and rewards. The arena for competition and evaluation of academic performance must be as even as possible with
no consideration of gender, race, nationality, age, disability, sexual orientation, marital or parental status and so forth. We must
continuously affirm this position, and strive to inform all members of the university community of the policies and procedures
now in place to help ensure that our campus environment is founded on the principle for non-discrimination.
OAK 571 '0.1-025
SEXUAI HARASSMENT AND
OTHER FORMS (» DISCRIMINATION
571413-025 Using arbitrary or capricious ground*
lo make available or lo den) educational or pro
fcsxional opportunity lo other member* of the
University community tv unprofessional conduct
and may constitute prohibited discrimination
under the University's and Ihr Ortfon Stale
Hoard of Higher Education'* rules Prohibited
discrimination including sexual harassment of
studentv faculty or stalT by other members of the
I nivrrsils community h prohibited both by lass
and this rule. I nwckrome sexual at (is its by per
sons abusing positions of economic, supers hairy.
or aeadenur |>osxrr is inherently oppressive. Sex
ual harassjm-nl. regardless of the relalise power
of the harasscr. is disruptive of the workplace
and campus life, and it acts lo deny its object
espial opportunity as a student or an employee.
Sexual harassment shall not be lots rates! at Ihr
l nixerxitx of (irrgon:
111 Definitions:
iai Memliersof the1 nisersits community are
defined as students, faculty, and staff; (b) Sexu
al harassment is defined as any sexual advance,
aux request for sexual favors, or other verbal
or physical conduct of a sexual nature when:
i \ I Submission lo such adv antes, t ec)la sts, or
conduct is made cither explicitly or implicitly a
term or condition of an indix idual's employ menl
or ac ademic experiences; or
(III Submission to or rejection of such
advances, requests, or conduct by an individual
is used as a basis or condition for employment
and/or academic decisions affecting such indi
vidual;
(Cl.Such conduct interferes with work or aca
demic performance because it has created an
intimidating, hostile or offensive working or aca
demic environment for tin- individual wlvo is the
object of such conduct, and the actor knew or
should have known that live conduct would have
such an effect on a reasonable woman (if the
object is a woman) or a reasonable man (if the
object is a maul...
(2) University Employees' Responsibilities in
Dealing with Allegations of Prohibited Discrimi
nation or Sexual Harassment the University has
the responsibility to present prohibited discnmi
nation from occurring in its workplaces and its ai.t
demur, research. public. and student service pro
grams
(a) l diversity employees with credible csukucc
that am lorn) of ptohibited discrimination is occur
ring have the responsibility to inform then supers i
\or% or the Office of Affirmance Action ( rcdiblc
evidence is evidence of the kind that prudent peo
ple would rely on making imp riant personal ■ * huvi
ness decisions.
(b) Staff in the < Mfuc of Affirmative Action shall
provide information about available complaint
pn a.esses, services for complainants, and assistance
vc ith rcvilv mg complaints to any l mvcrsity employ •
ec who makes a report of alleged discriminatory
bchas tor so that these employees may pass on this
advice to those involved who may need this mfor
mation.
(c) In making such reports. University employ
ees may retain die it anonymity.
(d) Staff in the Office of Affirmative Adam will
advise |> itcnttal complainants of the options avail
able to them, inc lading applicable internal process
cs, as well as the possibility of filing with an exter
nal agency Potential complainants shall irccivc the
addresses and phone numhets of cslcmal govern
mental agencies sc nh authority to deal w ith then
complaints, as well as information about any time
limitations on access to outside agencies pnxrss
ev
11) Discrimination Grievance Counselor As
required by OAK 580-1VO90. the I diversity has
appointed a discrimination grievance cviunsclor who
is (he Assistant Director lor Affirmative Actum and
Iccjual Opportunity Ihcremafler rcterred to in this
rule as tlx- Assistant Director) The Assistant Dues
tot shall assist students and others in formulating
and follow ing up complaints of alleged diwnmina
tion
|4) Formal Complaint Processes:
tai All members of tlic University community
considering filing a formal complaint alleging pro
hibited discrimination or sexual harassment arc
encouraged to contact the Office of Affirmative
Action for information and advice Potential com
plainants may remain anonymous Affirmative
Action vlaff w ill woik for resolution through infor
mal processes il that is whar the complainant Jesirrs.
or will assist in making a formal complaint and set
ting it into the formal complaint process applica
hie to tlx complainant.
(e i Students w ho hclxse thes have txen subjected
to prohibited discrimination or scvual harassment
bs any employee or agent of ihc l mscrMts mas Ilk
forma! complaints under the Oregon Siafc Board of
Higher fducation s discrimination complaint
process. OAR *'KO 15-OMOel seq
l5l Informal Complaint and Resolution
Processes:
(a11 acuity, staff, or students who believe they
have been subdued to prohibited discrimination or
venial harassment arc encouraged to contact the
Affirmative Action Office for information advice,
and assistance in rcsols mg the problem.
(b) Faculty, staff, or students who hclicsc they
have licen subjec ted to prohibited discrimination or
sexual harassment may contact the University
Omhud Officer for information, advice, and assis
tance in resolving the problem.
(O faculty, staff, or students who believe they
have been subjected to prohibited discrimination or
sexual harassment may use any appropriate mfor
mal grievance resolution ptivevs set out in this divi
sion. mas secure the assistance of mediators, coun
selors. or advocates as provided or at the
complainant's expense, and or mas attempt any
informal resolution appropriate to the particular or
cum stances,
id) Individuals seeking informal resolution of a
problem of alleged prohibited discrimination or sex
ual harassment or who merely w ish to discuss their
experience with anofficer for the I niversity. may
request anonymity, and need not reveal then idem
ms 10 the alleged offender However, ss hen the err
cumstam.es arc such that, assuming ihe allegations
.ire true, the health or valets of indis iduals is at risk
I niversity officers have the responsibility to take
such steps as art reasonably necessary to prevent
imury, in some cases, that mas mean that a com
plamant s identity must he revealed
(K) Repotting Requirements The Assistant Dines
tor shall
(a) On at least an annual basis, issue a statistical
report to the President, the University of Oregon
New s Bureau, and the (begun Daily Mmcratd of Ihe
number ami kinds of discrimination how they were
resolved No names of indis iduals involved or oth
a identify ing intormauon may be released in this
report Data relating to allegations of sexual haiass
ment shall be repined separately from other forms
of prohibited discrimination further break downs
by category may be used if confidentiality can he
preserved and it doing v> w ill nuke the figures more
meaningful to the public.
<<>i Protection of Complainants, Prohibition
Against Retaliation:
(.11 Employe* complainants mas request to be
transferred for the duration of the complaint pto
seeding Student o miplairunts may request to change
.ir drop a course while the complaint is in pnvess
Complainants may request, and the I Diversity my
propose, (hat other actions he taken that .ire appro
priate and reasonably likely to diminish conflict or
reliesc the stress involved in compliant processes,
tbl A complainant shall hasc the option of svith
drawing the complaint at any time prior to the
issuance of a final decision under the selected griev
ance process, s>i may choose to file the complaint
with an outside agency at any time,
(c) Retaliation by any I'nivcrsity student or
employee against any person participating in good
faith in any discrimination, sexual harassment, or
other complaint process, whether informal or for
mal. is strictly forbidden. Retaliation is considered
unprolcvsHin.il behavior and is therefore proscribed
conduct under Oregon Stale If cud Rules arid is cause
for sanctions more severe than a written reprimand.
Retaliation is also a violation ol the Student Con
duct Code and is cause for sanctions imposed under
the provisions ol thatf ode
(10) Sanctions After following the appropriate
disciplinary procedures affording students and
employees requited due process, the l diversity may
impose sanctions as follows
la) Faculty found to have engaged in prohibited
discrimination or sexual harassment may tv subject
to a written reprimand lo he inc luded in the personnel
file or other sanctions for cause under the provisions
ol OAR 5NO-2I J20ct seq and or tocvalualionsol
less tluui fully s.uist.vilify sers ice arising out of such
conduct, procedures to impose further sanctions tor
cause shall he instituted under OAR 580-21 130 et
seq Possible sanctions include suspension or ter
mination of employ ment
tb) Students found to have engaged in prohibit
cd discrimination or sexual harassment my he sub
yet to sanctions including suspension or expulsion
under the Student Conduct Code.
(c) M.mage men! Sers ice and ('lassdied stall mem
bers found to hasc engaged in prohibited discnmi
nation or sexual harassment may he subject to writ
ten reprimand to he included in personnel I lies or
lurthcr sanctions in accord with the progressive dis
ciplmc concept in accordance with any applicable
collective bargaining agreements Such sanctions
include suspension, reduction ol pay. and termina
tion of service
FOR CONFIDENTIAL INFORMATION REGARDING SEXUAL HARASSMENT
UNIVERSITY OF OREGON
HUMAN RIGHTS INVESTIGATOR Matk Zumch
Office ofAtttrrnjitixt Action A l Quji Opportunity 4/4 Ckapon H**1
o OMBUD OFFICER Jane! Wentworth
Offtct ot Atlumitrvt Action A fQutl Opportunity 4/4 Otapon Hitt
o DIRECTOR OF OFFICE OF AFFIRMATIVE ACTION & EQUAL OPPORTUNITY Ken
Office ot Affirm*lire Action A ft)u*i llpporlunty 4/4 Oregon HtV
o COORDINATOR OF STUDENT CONDUCT Elaine Green
One el tMM OH fee. M4 Onto* H*H.....—.—
□ SEXUAL HARASSMENT RESOURCES NETWORK Caroline Forell
School otliV.
346-3123
346-4215
Lehrman
346 3123
.346-1141
346-3864
□ OFFICE OF STUDENT ADVOCACY Marlene Drescher
ASOO Sun* 4 fUU.
□ UO MEDIATION DIRECTOR Jacqueline Gibson
ASUO itlBM
346-3722
346 4240
FORMAL
6
5
SEXUAL HARASSMENT GRIEVANCES
FILED WITH THE OFFICE Of AEEIRMATIVE ACTION & EQUAL OPPORTUNITY
January I 1993 Decambti 31 1993
_ RESULTS
Tio findings ot seiuai harassment in two cases brought against (acuity No finding ot seiuai harassment
m tout cases brought against other stall
„_ RESULTS
Ot* case resotved by written letter ot resolution one case anonymous report against acuity member ■ no
action taken two incident reports against faculty members no action requested one claim against tacul
ty member not timely tiled
TOTAL DISCRIMINATION GRIEVANCES
FILED WITH THE OFFICE Of AFFIRMATIVE ACIION & EQUAL OPPORTUNITY
January! 1993 December 31 1993
FORMAL_RESULTS_
$ii Claims imroMng seiuai harassment live claims involving disability discnminalion s« claims mvotv
mg gendei disciimmation or* claim involving marital status one claim involving retaliation, or* claim
involving seiuai orientation discrimination. two claims ol racial discnminalion and one claim ot dtscnmi
nation based on national origin
INFORMAL RESULTS
Two claims ol gendei discrimination based on national origin tour claims ot discrimination based on
' T national origin, tom claims ot discnminalion based on lace ttve claims ot seiuai harassment or* claim
ol discrimination based on leltgion one claim ot disability discnminalion and one claim ot retaliation
u»«n» do t>04 coitficona to toll1% column txKJuu wn» CJ»*t cuflttm JW#
WOMEN S ADVOCACY DIRECTOR Michelle Parks
ASUO Women s Center Suite 3 (Mu
346-4095
_STATE OF OREGON AGENCY REFERRAL
u OREGON BUREAU OF LABOR AND INDUSTRIES (BOLI)
I6i let! M> Street Room 220 lugtme Oregon 9/401 SOJ) 000-/0<M
FEDERAL AGENCY REFERRALS
ci EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC)
29IS 2nd Avenue Sude SOO Bev BuddtnQ Seattle WA 98121
(800) 669-4000
o OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS (OFCCP).
US DEPARTMENT OF LABOR
Suite 1020 Columbia Square Huthimq 111 SW Columbia St Portland OR 9/201
o US DEPARTMENT OF EDUCATION. REGION X. OFFICE OFCIVILRIGHTS
??01 6thAwnue MSRX 1 f Sejfflf WA 90121 (800) 362*1710 or (206) 220 /900
M3) 326-4112