Cornell Cooperative Extension of Tompkins County

Human Resource Policy Manual

Section:	Compliance Policies
Subject:	Sexual Harassment Policy
Policy:	Compliance
Code:	403
Issued:	8/9/02
Association Adoption:	5/6/04
Association Effective Date:	6/10/04

Purpose – The Association is committed to maintaining a professional work environment where employees and non-employees are free from any form of sexual harassment. All necessary measures are taken by the Association to prevent sexual harassment in the workplace or, in the event it occurs, to stop the conduct immediately.

Definition of Workplace - For the purpose of this policy, the workplace includes the office, work sites, and social functions sponsored by Association both on and off the premises of the Association, business meetings, business-related travel, or at any work location while representing the Association.

Sexual Harassment Definition - The Equal Employment Opportunity Commission (EEOC) defines sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature to an individual of the same or opposite gender when:

Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; or

When submission to, or rejection of, such conduct by an individual is used as the basis for employment decisions (e.g., promotion, termination, pay increase) affecting that individual; or

Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

Prohibited Behavior - Unprofessional, inappropriate, or offensive conduct, whether committed by a supervisor, coworker, vendor, supplier, visitor, client, or any other non-employee, is prohibited, even if the conduct is welcome by the recipient(s). Prohibited conduct includes, but is not limited to:

Insulting, lewd, or sexually oriented comments, jokes, innuendoes, or stories. This includes verbal harassment as well as written, voice mail, and e-mail messages;

Demeaning, insulting, or sexually suggestive comments used to describe an individual or the individual's appearance or body;

Leering, ogling, obscene gestures, or whistling;

Sexual flirtations, advances, or propositions;

Physical contact, including touching, groping, grabbing, hugging, massaging, fondling, or intentionally rubbing up against a person's body;

Viewing, displaying, storing, or transmitting sexually oriented or pornographic materials; and

A supervisor threatening or implying that a subordinate's acceptance or refusal of the supervisor's sexual advances will affect the subordinate's terms or conditions of employment (e.g., promotion, demotion, pay increase, termination).

Supervisory Responsibility - In the event that a supervisor is a witness to, or is notified of, any instance of sexual harassment or inappropriate conduct, the supervisor must take immediate action to stop the conduct and notify the Executive Director or Equal Employment Opportunity Officer.

Reporting Policy Violations - An employee who believes that the actions or words of a supervisor, coworker, vendor, supplier, visitor, client, or any other non-employee has violated this policy should report the behavior to their immediate supervisor, Executive Director or designated Equal Employment Opportunity Officer immediately. Alternatively, the employee may contact the Equal Employment Opportunity Officer for the extension system in Extension Administration at Cornell. (The Office of Workforce Diversity, Equity and Life Quality at Cornell is also available for information and guidance in bringing a local complaint forward.)

Investigation of Complaint - All complaints of sexual harassment are investigated promptly, discreetly, and thoroughly and in as impartial a manner as possible. An investigation generally involves talking with the parties involved as well as any witnesses. Any employee is required to cooperate in an investigation. Any employee or supervisor who violates this policy will be subject to disciplinary action, up to and including termination.

Retaliation - The Association will not take any adverse employment action against an employee who files a complaint in good faith or who participates in an investigation. In addition, the Association prohibits an employee from retaliating in any way against a coworker for filing a complaint or participating in an investigation.

Remedial Action - Any vendor, supplier, visitor, client, or other non-employee who sexually harasses an employee will be subject to remedial action, as determined by Association management.

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