UCR does not condone sexual harassment and such behavior is a serious violation where a student, faculty, or staff can face consequences in disciplinary action up to and including being discharged from the University. Also, a person accused of sexual harassment in a civil or criminal proceeding may be held personally liable for damages to the person harassed.

The law and campus policy is intended to protect men and women from any form of sex discrimination that violates Title Vll of the Federal Civil Rights Act of 1964, as amended; Title IX of the Education Amendments of 1972; UC and UCR policies and procedures.

Retaliation is prohibited

It is against University policy and the law to intimidate, coerce, threaten or interfere with an individuals right to file a formal or informal complaint of sexual harassment or cooperating in an investigation of a complaint of sexual harassment. Anyone who retaliates against an individual reporting sexual harassment or filing a sexual harassment complaint may be subject to University disciplinary procedures up to and including, if deemed appropriate, termination or expulsion.

False Claims

Intentional false accusations of sexual harassment are against University policy and the law. Any university employee or student who knowingly files a false sexual harassment complaint may be subject to disciplinary action up to and including, if deemed appropriate, termination or expulsion.

Responsibilities of Employees in a Supervisory Role

Employees in a supervisory role are responsible for setting the tone for a harassment-free academic and workplace environment and take the necessary steps whenever they witness or hear about inappropriate conduct that could be interpreted as sexual harassment. They must be especially sensitive of the way their interactions with students and employees are or could be perceived. It is important for all employees involved in a supervisory role with the University to have an understanding of the Sexual Harassment Complaint Resolution policy in order to have a clear understanding of what constitutes sexual harassment.

Examples of supervisory employee positions vs. non-supervisory positions:

Supervisory Roles vs. Non-Supervisory Roles
Faculty Undergraduate vs. Graduate Student
Manager vs. Worker
Coach vs. Student
Director vs. Secretary
Unit Head vs. Clerk
Teaching Assistant vs. Student
Resident Hall Advisor vs. Student

Maintaining a Harassment-Free Environment

Supervisors must maintain an academic and workplace environment free from sexual harassment by:
Acting as a role model for employees
Informing staff that sexual harassment will not be tolerated
Knowing the Sexual Harassment Complaint and Resolution policy
Encouraging employees to come forward with complaints
Responding immediately and objectively to sexual harassment complaints
Counsel employees and advise them of their options in a harassment situation
Promptly resolve and handle sexual harassment complaints confidentially
Take steps to prevent the recurrence of sexual harassment
Take steps to protect an employee who makes a harassment complaint from retaliation

All employees with supervisory roles within the University are required to conduct an inquiry even if the complaint is withdrawn or the employee requests that no action be taken. Once a sexual harassment allegation is brought to the attention of a supervisor, he or she is legally obligated to ensure that the environment is free from sexual harassment and report the incident within 48 hours to the Title IX/Sexual Harassment Office. Failure to do so may result in disciplinary action up to and including termination from employment.

Responsibilities and Rights of Employee’s

An employee, who feels they have been sexually harassed, retaliated against for complaining about sexual harassment, or retaliated against for participating in a sexual harassment investigation, may do any of the following:

1. Ask their supervisor to resolve the concern(s) informally
2. File an informal complaint with the Title IX/Sexual Harassment Office
3. File a formal complaint with the Title IX/Sexual Harassment Office