SAU’s policy states that sexual harassment violates the dignity and worth of all members of the institutional community and is unacceptable conduct which will not be tolerated. Sexual harassment of faculty, staff, and students at SAU is defined as any unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when:
- Submission to such conduct is made either explicitly or implicitly a term of condition of an individual’s employment.
- Submission to or rejection of such conduct is used as the basis for employment decisions affecting that individual.
- Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or educational experience or creates an intimidating, hostile, or offensive work or educational environment.
Procedure for Reporting Sexual Harassment
Any faculty or staff member may contact a vice president, dean, the president, or the Title IX Team to discuss conduct that may constitute sexual harassment.
The administrator may discuss the concerns with the individual alleged to have committed the harassment and report back to the grievant. After discussions, the person initiating the complaint has three options: (1) continue with the informal grievance procedure, (2) consider the matter resolved, in which case no written records will be maintained of the discussions. This part of the procedure is completely optional at the discretion of the grievant, or (3) make a referral.
Informal Grievance Procedure
If the complaint pertains to a faculty or staff member, the person should file the complaint in the Office of the Vice President of Administration. If the complaint pertains to a student, the person should file the complaint with the dean of students.
Upon receipt of the complaint, the vice president for administration will select a man and woman from a pool of six trained individuals to attempt a satisfactory resolution of the complaint. This informal mediation should not exceed 30 days.
Documentation of the mediation will include the date, names of the mediators, complaint, and the resolution. If the issue is not resolved, the person may continue with the University’s formal grievance procedure for discrimination complaints found in this handbook.
Sexual Assault
It is the policy to prohibit sexual assault and to prevent sex offenses committed against students, employees, visitors to the campus, and other persons who use University facilities. Sexual assault is an extreme form of sexual harassment. Sexual harassment is prohibited by University policy and is a form of sex discrimination prohibited by Title VI of the Civil Rights Act of 1964 and by Title IX of the Education Amendments of 1972.
Sexual assault is also a crime, defined by the Arkansas criminal code.
Workplace Violence
The University is committed to providing a safe, healthful workplace that is free from violence or threats of violence. Reports of threatening or violent incidents are taken seriously and dealt with appropriately. Individuals who engage in violent or threatening behavior may be removed from the premises, and may be subject to dismissal or other disciplinary action, arrest, and/or criminal prosecution. The University does not tolerate behavior that:
- is violent,
- threatens violence,
- harasses or intimidates others
- interferes with an individual’s legal rights of movement or expression, and
- disrupts the workplace, the academic environment, or the University’s ability to provide services to the public
- Violent or threatening behavior can include physical acts, oral or written statement, or gestures and expressions.
- Any violent or threatening behavior must be reported immediately to the University Police Department.
