Sexual harassment is recognized as a violation of civil rights laws,
U.S. Equal Opportunity Commission Rules and by the civil law courts. The
University of Wisconsin-Stevens Point is committed to providing its faculty,
staff, and students with a sexual harassment-free environment.
The Chancellor, the Faculty Senate, and the Board of Regents of the
University of Wisconsin System approved the following policy statement.
“Sexual harassment,” it says, “is impermissible and unprofessional conduct,
subject to disciplinary action in accordance with applicable due process
requirements, including, but not limited to reprimand, temporary suspension,
expulsion, or discharge of the harassing individual.”
Sexual harassment is defined as unwelcome sexual advances, requests for
sexual favors, or other verbal or physical conduct of a sexual nature when:
1. Submission to such conduct is made
either as an implicit or explicit condition of an individual’s employment,
career advancement, grades, or academic achievement.
2. Submission to or rejection of such
conduct by an individual is used as the basis for employment or academic
decisions affecting that individual.
3. Such conduct has the purpose or
effect of substantially interfering with an individual’s academic or work performance
or creating an intimidating, hostile, or offensive working environment.
UWSP PROCEDURES FOR RESPONDING TO SEXUAL HARASSMENT
The courts have ruled that sexual harassment itself is discriminatory.
The University of Wisconsin-Stevens Point is committed to maintaining a
sexual-harassment-free environment. You have a right and an obligation to ask
harassers to stop offensive behavior.
Any person (student or staff member) who believes s/he has been the
target of sexual harassment should report it to the Equity & Affirmative
Action (EAA) Office for resolution. Others (counseling center personnel,
faculty, residence hall directors, deans, department chairs, personnel office
staff, student employment office staff) should refer a complainant to the EAA
Office unless a resolution is reached by contact with the aforementioned
professionals. To discuss sexual harassment issues, contact Mai H. Vang, Room
210, Old Main, ext. 2002.
III. Informal (Not Written) Complaint
A. The incident(s) will be recorded by
the Assistant to the Chancellor for Equity & Affirmative Action (EAA) or
other appropriate official and options for resolution will be discussed with
B. If an informal complaint is brought
to a person other than the Assistant to the Chancellor for Equity & Affirmative
Action, the individual to whom the complaint is brought consults with the
C. Other than collegial consultation, no
action of any kind will normally be taken on any allegations in the absence of
a written complaint.
D. If the Assistant to the Chancellor
determines that there are compelling reasons to investigate the allegations of
sexual harassment, s/he may do so even in the absence of a formal written
complaint. Such an investigation will follow the procedures outlined in the
University Handbook, Chapter 4C, Sections 7 & 9, and every attempt will be
made to confine university action to collegial consultation whenever a
complaint is made informally.
E. A written record of the complaint
will be kept in the EAA Office for at least one year.
F. Complaints should be received within
300 days of the alleged discrimination under Wisconsin Statute. However,
complaints about alleged discrimination may be received at any time under Title
IX of the Education Act, 1972, and Title VII.
IV. Formal (Written) Complaints
A. Whenever the Assistant to the
Chancellor for Equity & Affirmative Action, or other appropriate official
receives a written complaint against a faculty or academic staff member, that
official shall inform the complainant that the faculty or academic staff member
against whom the allegations have been made must be promptly notified in
writing of the allegations and that such notice includes the identity of the
complainant. The complainant shall also be informed of the procedures for both
informal and formal complaints as described in the University Handbook, Chapter
4, Sections 7 and 9.
university official will offer to meet with the faculty or academic staff
member against whom the complaint is made to afford the individual an
opportunity to respond to the allegations. At this meeting, the faculty or academic
staff member is reminded that retaliation is prohibited and that if retaliation
occurs, it will be dealt with through the line administrative structure.
C. After reviewing the response, or in
the absence of a meeting or response, the official shall either investigate the
allegations to determine whether sufficient evidence exists to warrant
disciplinary action or, in the case of faculty or academic staff, refer the
complaint to the appropriate Mediation Subcommittee.
D. If an investigation does not lead to
a mutually acceptable response, the official forwards a written report to the
Chancellor or other appropriate administrator who may invoke a disciplinary
response or refer the complaint to the appropriate Mediation Subcommittee.
E. Referrals, requests for hearings, and
disciplinary action will be handled according to:
Chapter 4, Section 7 or 9 in the University Handbook and Chapters UWS 4, 6, 11, and 13 of the Wisconsin Administrative Code for faculty and academic staff.
Various collective bargaining agreements, the UWSP Classified Employee Handbook and/or Chapter 230 of the Wisconsin Statutes, as appropriate, for classified staff.
UW-Stevens Point Community Rights and Responsibilities and Chapter UWS 17 of the Wisconsin Administrative Code.
All members of the UWSP learning community are encouraged to log on to
www.uwsp.edu/equity for online training.
For information about the Sexual Harassment Complaint Procedures please