What Supervisors/Instructors Should Know

College of Southern Idaho Human Resources Department Website

PREVENTING HARASSMENT
What Supervisors/Instructors Should Know

STATEMENT OF POLICY

What is CSI's Policy Regarding Preventing Harassment and Discrimination?

The College of Southern Idaho is committed to maintaining a working and educational environment that fosters appropriate and respectful conduct and communication between all persons within the college community.

The Board of Trustees and Administration of the College of Southern Idaho recognize that harassment can subvert the mission of the college and threatens, in both obvious and subtle ways, the careers of students, faculty, and staff. The College of Southern Idaho does not condone harassment.

CONSENSUAL RELATIONSHIPS
Consensual romantic and/or sexual relationships between supervisors and empoyees and between instructors or staff and students involved power differentials and raise serious concerns about conflicts of interest, abuse of power, and sexual harassment.

If a romantic and/or sexual relationship develops between an individual having a position of authority over another within the college, the person in authority must remove themselves from any activity or evaluation that may reward or penalize the student or employee and must inform their supervisor about the situation. The supervisor will make suitable arrangements for the objective evaluation of the student's academic or employee's job performance. Prohibited activities include, but are not limited to, hiring, promotion, supervision, evaluation, determiniation of salary, grading and advising.

WHAT IS SEXUAL HARASSMENT?
1. Sexual harassment is a form of sex discrimination.
2. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, other verbal or physical conduct of a sexual nature, when:

  • Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, education or participation in a college activity.
  • Submission to or rejection of such conduct by an individual is used as the basis for discussions affecting such individual's work, education, or participation in a college activity.
  • Such conduct has the purpose or effect of unreasonably interfering with an individual's work or academic performance or creating an intimidating, hostile, or offensive working or academic environment for that individual's work, education, or participation in a college activity.

Based on the final guidelines on sexual harassment prepared by the Equal Employment Opportunity Commission under authority of Title VII of the Civil Rights Act.

WHAT SUPERVISORS & FACULTY SHOULD DO
Prevention is the best solution. Prevention consists of the following steps:

· Read and understand the CSI Non-Discrimination and Sexual Harassment Policies and see that they are available to everyone that works in your department and to all students
· Understand that harassment will not be tolerated
· Participate in the training of supervisory staff, faculty and employees in ways to deal with harassment and discrimination

If an employee or student complains of sexual harassment:

Listen - Take the information seriously.

Encourage the harassed employee or student to say "no."

Take action - Follow the procedures outlined in the CSI Sexual Harassment Policy.

Take action immediately - You are responsible to uphold this policy and report any instances of harassment or discrimination. For information and assistance, contact Human Resources at 732-6267.

Title IX of the education amendments of 1972 prohibits sex discriminiation in any educational program or activity that receives federal financial assistance.


Rev: 5/02; 7/04, 6/08

For further information, contact the Human Resources office at 732-6267.