Policy and Procedures against Sexual Harassment at Brooklyn College
SEXUAL HARASSMENT
The City University of New York Policy and Procedures against Sexual Harassment at Brooklyn College Policy Statement
It is the policy of the City University of New York to promote a cooperative work and academic environment in which there exists mutual respect for all University students, faculty, and staff. Harassment of employees or students based upon sex is inconsistent with this objective and contrary to the University policy of equal employment and academic opportunity without regard to age, sex, sexual orientation, immigration status, citizenship, religion, race, color, national or ethnic origin, disability, and veteran or marital status. Sexual harassment is illegal under federal, state, and city laws, and will not be tolerated within the University.
The University has established procedures to ensure that investigations of allegations of sexual harassment are conducted in a manner that is prompt, fair, thorough, and as confidential as possible under the circumstances, and that appropriate corrective and/or disciplinary action is taken as warranted by the circumstances when sexual harassment is determined to have occurred.
Definition of Sexual Harassment
Sexual harassment is unwelcome conduct of a sexual nature when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of employment or academic standing;
- Submission to or rejection of such conduct by an individual is used as a basis for employment or academic decisions affecting that individual; or
- Such conduct has the purpose or effect of unreasonably interfering with an individual’s work or academic performance or of creating an intimidating, hostile, or abusive work or academic environment.
Examples of Sexual Harassment
Using a person’s response to a request for sexual favor as a basis for an academic or employment decision is one form of sexual harassment. Examples of this type of sexual harassment (known as quid pro quo harassment) include, but are not limited to, the following:
- Requesting, demanding, or intimating sexual favors as a basis for academic opportunities (such as hiring, promotions, grades, or recommendations)
- Submitting unfair or inaccurate job or academic evaluations or grades, or denying training, promotion, or access to any other employment or academic opportunity, because sexual advances have been rejected
- Unwanted conduct of a sexual nature that is sufficiently severe or pervasive such that it unreasonably interferes with a person’s work or academic performance to create a hostile, intimidating, or offensive work or academic environment is another form of sexual harassment. Examples include, but are not confined to, the following:
- Sexual comments, teasing, or jokes
- Sexual slurs, derogatory statements, or other verbal abuse
- Graphic or sexually suggestive comments about a person’s dress or body
- Sexually suggestive letters or e-mails
- Persistent invitations for drinks, dinners, or dates
- Sexual touching—grabbing, kissing, or fondling
Investigation of Complaints
Professor Miriam Deutch is the coordinator of the College’s Sexual Harassment Advisory Panel, whose membership is composed of faculty, staff, and students. Professor Deutch and Mr. Robert Oliva, the deputy coordinator, investigate complaints of sexual harassment.
Responsibilities of Supervisors
If you are a supervisor and someone complains to you about being sexually harassed, or you have reason to suspect sexual harassment, you have an obligation to notify Professor Deutch, the coordinator of the panel, so that she may investigate the complaint.
Confidentiality
The privacy of individuals who bring complaints of sexual harassment, who are accused of sexual harassment, or who are otherwise involved in the complaint process is respected. Information obtained in connection with the bringing, investigation, or resolution of complaints is handled as confidentially as possible. It is not possible, however, to guarantee absolute confidentiality and no such promises are made by any member of the panel or other University employee who may be involved in the complaint process.
Resolution of Complaints
Following an investigation, the coordinator may recommend a range of informal measures to resolve the complaint or, if circumstances warrant, may recommend formal disciplinary action up to and including termination of employment and suspension or expulsion of students.
Retaliation
Any form of retaliatory action against anyone availing himself or herself of these procedures is prohibited and is a violation of the policy. This protects those who make an allegation of sexual harassment, file a complaint of sexual harassment, or participate in any proceeding to determine if sexual harassment occurred.
Knowingly False Complaints
Members of the University community who knowingly make false complaints of sexual harassment, as opposed to complaints made in good faith, will be subjected to disciplinary action.
Consensual Relationships
Consensual relationships do not constitute sexual harassment. However, relationships between a person and someone for whom he/she has a professional responsibility are strongly discouraged under this policy.
Sexual Harassment Awareness and Intake Committee
The Sexual Harassment Awareness and Intake Committee, appointed by the president of Brooklyn College, consists of members of the faculty, staff, and student body. The panel’s responsibilities include resolving informal and formal complaints as well as educating the Brooklyn College community about the nature and seriousness of sexual harassment.
Committee members
Professor Miriam Deutch Coordinator
Library
412 Library
951.5221
Robert Oliva
Director
The Magner Center for Career
Development and Internships
1305 James Hall
951.5696
Ursula Chase
Campus and Community
Safety Services
951.5511
Jennifer Rubain
Affirmative Action, Compliance, and Diversity
951.4128
Robert Scott
Honors Academy
951.4114
