Potential Examples of Verbal, Non-Verbal, and Physical Sexual Harassment
Verbal
• Telling jokes sexual in nature
• Referring to someone as being attractive, or complimenting their clothes
• Discussing a person’s sex life, whether true or noted to be a rumor
• Requesting for an individual, who is not interested, to go on a date
• Asking questions that are considered personal or private information
Non-Verbal
• Looking at someone and making them feel uncomfortable
• Expressions such as winking, kissing noises, or sexually suggestive lip movements
• Written messages, emails, texts, or social media communication sexual in nature
• Standing or sitting too close to an individual, invading their personal space
• Displaying and/or sharing sexually explicit photos
Physical
• Feeling, touching, or caressing of oneself inappropriately
• Feeling, touching, or caressing someone else
• Showing private body parts to another individual
• ‘Accidentally’ rubbing/brushing against another person
• Hugging someone without their permission
We are currently planning a series of training and educational
programs to assist with better understanding what behaviors may
constitute harassment and what to do if faced with a situation involving
harassment of you, a friend, fellow student or colleague.
As the Title IX Coordinator for the university it is my role to
investigate, or facilitate an investigation, into any concerns of sexual
harassment within our campus community. If you have a concern please
contact me at rhudson@spalding.edu,
by phone at 502-873-4488 or come directly to my office on the 3rd floor
of the Egan Leadership Center if you have questions or wish to make a
report. Faculty and Staff may also go directly to Jennifer Brockhoff,
Director of Human Resource at jbrockhoff@spalding.edu or 873-4345.
Please note that all Faculty and Staff are considered Mandated
Reporters and are required to inform the Title IX Coordinator of any
possible incidents of sexual harassment, assault or misconduct relating
to current students. If you would like to speak with someone
confidentially the Counseling and Psychological Services Center (CaPS)
is the only location on campus not mandated to report. You may reach
CaPS at scc@spalding.edu.
Please review the following policies and procedures from our Student Handbook and Faculty/Staff Policy Guide respectively.
From the Student Handbook 2017-2018
SEXUAL HARASSMENT as outlined in the Honor Code means unwelcome
sexual advances, requests for sexual favors, and other verbal or
physical conduct of a sexual nature. Conduct constitutes sexual
harassment when:
1 submission to such conduct is made, either explicitly or
implicitly, a term or condition of an individual’s employment, or
participation in a University-sponsored education program, or activity;
2 submission to or rejection of such conduct by an
individual is used as the basis for employment or academic decisions
affecting such an individual; or
3 such conduct has the purpose or effect of unreasonably
interfering with an individual’s employment or academic performance or
creating an intimidating, hostile, or offensive working or educational
environment.
From the Faculty/Staff Policy Guide 2017-2018
3.1.12: Sexual Harassment Policy
The University is committed to maintaining a positive learning and
working environment for its students, faculty and staff and will not
tolerate sexual harassment. Sexual harassment is a form of
discrimination that violates University policy. It is also illegal under
state and federal law. For the purposes of this Volume, Spalding
University defines sexual harassment as any unwelcome sexual advance,
request for sexual favor or other unwelcome verbal or physical conduct
of a sexual nature, whether committed on or off campus, when:
1. Submission to such conduct is made, either explicitly or
implicitly, a term or condition of an individual’s employment or
academic advancement;
2. Submission to or rejection of such conduct by an individual is
used as the basis or threatened to be used as the basis for employment
or academic decisions or assessments affecting an individual; or
3. Such conduct has the purpose or effect of unreasonably interfering
with an individual’s work or educational performance or creating an
intimidating or hostile environment for work or learning.
Sexual harassment may involve individuals of the same or different
sexes. Men as well as women can be victims of sexual harassment. All
employees and students are accountable for compliance with this
University policy. Established violations will lead to disciplinary
actions which may include termination of employment or permanent
expulsion from the University. This policy applies to all administrators
and supervisors, regular and temporary faculty members, teaching and
research assistants, staff members, and students. It pertains to actions
that affect any employee, student or guest of the University.
The University can respond to specific instances and allegations of
harassment only if it is aware of them. The University therefore
encourages individuals who believe they have experienced sexual
harassment to promptly report such information to an immediate
supervisor, the Human Resources Director or the Corporate General
Counsel. Any employee who becomes aware of any such objectionable
conduct by any employee, supervisor, manager, or by anyone else,
including outside vendors or students when inflicted on any employee,
must immediately advise an immediate supervisor, or if that is not
possible, then the Human Resources Director, or the Corporate General
Counsel. All allegations will be promptly investigated according to the
following policies and procedures:
1. All information reported will be held in strictest confidence and
will only be disclosed on a need-to-know basis in order to investigate
and resolve the matter.
2. Any investigation will be undertaken immediately to ascertain the pertinent facts.
3. After the investigation, any person who has been found by the
University to have acted inappropriately, even if it does not rise to
the level of sexual harassment under the law, will be subject to
disciplinary action depending on the circumstances, from a warning in
their file up to and including termination.
4. Any retaliatory action of any kind taken by any person as a result
of an individual making a report of sexual harassment is prohibited and
shall be regarded as a separate and distinct cause for complaint.
In the event of an actual sexual assault, Campus Security and the
police will be notified immediately. Once the facts of the case are
determined, the investigative staff will meet with local police for the
purpose of providing copies of reports and other pertinent information
and to obtain advice and guidance. If the victim refuses to press
charges, the case will be investigated by the University, and the final
disposition will be determined by the President. If the victim decides
to press charges at a later time, the matter will be referred to the
local police.
The University trusts that all its employees will act responsibly to
maintain a working environment free of discrimination and retaliation.
The University encourages employees to raise questions regarding sexual
harassment, discrimination or retaliation with an immediate supervisor.
