Harassment Based on All Protected Statuses

This Policy prohibits all forms of Harassment based on an individual’s Protected Status: age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation or veteran status.

Harassment is a type of Discrimination that occurs when verbal, physical, electronic or other conduct based on an individual’s Protected Status interferes with that individual’s (a) educational environment (e.g., admission, academic standing, grades, assignment); (b) work environment (e.g., hiring, advancement, assignment); (c) participation in a University program or activity (e.g., campus housing); or (d) receipt of legitimately-requested services (e.g., disability or religious accommodations), thereby creating Hostile Environment Harassment or Quid Pro Quo Harassment, as defined below.

  • Hostile Environment Harassment: Unwelcome conduct based on Protected Status that is so severe, persistent or pervasive that it alters the conditions of education, employment, or participation in a University program or activity, thereby creating an environment that a reasonable person in similar circumstances and with similar identities would find hostile, intimidating, or abusive. An isolated incident, unless sufficiently serious, does not amount to Hostile Environment Harassment.
  • Quid Pro Quo Harassment: Unwelcome conduct based on Protected Status where submission to or rejection of such conduct is used, explicitly or implicitly, as the basis for decisions affecting an individual’s education, employment, or participation in a University program or activity.

Conduct that constitutes Harassment:

  • May be blatant and involve an overt action, threat, or reprisal; or may be subtle and indirect, with a coercive aspect that is unstated but implied.
  • May or may not include intent to harm.
  • May not always be directed at a specific target.
  • May be committed by anyone, regardless of Protected Status, position, or authority. While there may be a power differential between the Reporting Party and the Responding Party – perhaps due to differences in age or educational, employment, or social status – Discrimination and Harassment can occur in any context.
  • May be committed by a stranger, an acquaintance, or someone with whom the Reporting Party has a current or previous relationship, including a romantic or sexual relationship.
  • May be committed by or against an individual or by or against an organization or group.
  • May occur in the classroom, in the workplace, in residential settings, or in any other setting.
  • May be a pattern of behavior or, if sufficiently serious, a one-time event.
  • May be committed in the presence of others, when the Reporting Party and Responding Party are alone, or through remote communications, including email, text messages, or social media.
  • May take the form of threats, assault, property damage, economic abuse, and violence or threats of violence.
  • May include harassing or retaliatory behavior directed to a sexual or romantic partner, family member, friend, or pet of the Reporting Party.

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