Policy Statement

The University should be a place of work and study for Learners, Faculty Mentors, and staff which is free of all forms of sexual intimidation and exploitation. Therefore, University policy prohibits sexual harassment between or among all members of the University community in all areas of the University’s work and educational environments. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating a hostile, abusive, or offensive working or academic environment.

Sexual harassment of any faculty or staff member is a form of sex discrimination prohibited by Title VII of the Civil Rights Act of 1964. Sexual harassment of Learners is a violation of Title IX of the Education Amendments of 1972. These laws apply both to the University and to individuals. Those who engage in sexual harassment may be subject to legal consequences, including civil and criminal penalties and monetary damages.

Violations of sexual harassment law create a hostile or abusive work environment when speech and/or conduct of a sexually discriminatory nature, which was neither welcomed nor encouraged, is committed by or permitted by a superior, which would be so offensive to a reasonable person as to create an abusive working or learning environment and/or impair his/her job or academic performance.

Responsibility to Report

Any Learner, Faculty Mentor, staff member, or visitor to the University who has experienced or witnessed sexual harassment is strongly urged to report the incident. The University must know about incidents of sexual harassment in order to stop them, protect victims, and prevent future incidents. It is the responsibility of University Faculty Mentors and staff to report complaints of sexual harassment that they receive, and of possible sexual harassment of which they become aware, to a sexual harassment officer.

Reporting Procedure

Learners, Faculty Mentors, staff members, or visitors to the University may report allegations of sexual harassment to a University harassment officer. They may discuss with the harassment officer any situation that they believe may constitute sexual harassment. Reports may be made by the person experiencing the harassment or by a third party, such as a witness to the harassment, or someone who is told of the harassment.

Sexual harassment should be reported immediately, but must be reported within 180 days of the occurrence. However, under compelling circumstances, a delayed report of sexual harassment may be made, provided it is made within 180 days after a Learner has graduated from the University, or 180 days after an employee has left his or her current position at the University.

Willfully making a false report of sexual harassment is a violation of University policy and is a serious offense. Any person who willfully makes or participates in making a false or frivolous report of sexual harassment will be subject to disciplinary action.

Investigation of Complaints

A University harassment officer will investigate every allegation of sexual harassment, including informal and third party reports. Directors, Department Chairs, and other administrators and supervisors who are responsible for personnel matters will participate with the harassment officer, as appropriate, in investigating charges of sexual harassment and in the process of informal and formal resolution of sexual harassment complaints.

Resolution and Grievance Procedures

Individuals who make complaints of sexual harassment and individuals who are accused of sexual harassment are entitled to due process and to a fair and prompt resolution of the complaint. Resolution may be attempted through direct informal action, through an informal resolution process, or through a formal grievance process. Both parties will be informed in writing of the resolution and grievance procedures and reminded of the University’s policy.

In some instances, it may not be possible to determine whether sexual harassment has occurred. Allegations of sexual harassment that are not eventually substantiated are not necessarily false allegations.

Prohibition of Retaliation

University policy and federal law prohibit any form or retaliation against a person who makes a sexual harassment complaint, participates in an investigation of sexual harassment, or participates in formal grievance or disciplinary procedures. Retaliation against a complainant or witness is, in itself, a violation of University policy and the law, and is a serious separate offense.

Northcentral University's harassment officers are Melinda Lyons (888-327-2877, x-8032) and Chuck Jarrell (888-327-2877, x-8088).