Policies and Procedures
THE UNIVERSITY OF MAINE
POLICY ON SEXUAL HARASSMENT
Sexual harassment of either employees or students is a violation of
federal and state laws. It is the policy of the University of Maine
System that no member of the University System community may sexually
harass another. In accordance with its policy of complying with
non-discrimination laws, the University System will regard freedom from
sexual harassment as an individual employee and student right which will
be safeguarded as a matter of policy. Any employee or student will be
subject to disciplinary action for violation of this policy.
In conformance with this policy, the University of Maine System will
ensure fair and impartial investigations that will protect the rights of
the person(s) filing sexual harassment complaints, the person(s)
complained against, and the institution or unit. Retaliation against
anyone who makes a complaint of sexual harassment or who is involved in
a complaint process will not be tolerated.
Consenting relationships may constitute sexual harassment under this
policy. When a professional power differential exists between member of
the University of Maine System and a romantic or sexual relationship
develops, there is a potential for abuse of that power, even in
relationships of apparent mutual consent. Faculty and staff members are
strongly advised not to engage in such relationships. Further, the
University System prohibits the abuse of power in romantic or sexual
relationships.
To assure that power is not abused and to maintain an environment free
of sexual harassment, a faculty or staff member must eliminate any
current or potential conflict of interest by removing himself or herself
from decisions affecting the other person in the relationship. Decisions
affecting the other person include grading, evaluating, supervising, or
otherwise influencing that person's education, employment, housing, or
participation in athletics or any other University System activity.
Definitions:
Unwelcome sexual advances, requests for sexual favors, and other verbal
or physical conduct of a sexual nature constitute sexual harassment
when:
-
submission to such conduct
is made either explicitly or implicitly a term or condition of an
individual's employment or education;
-
submission to or rejection
of such conduct by an individual is used as the basis for academic or
employment decisions affecting that individual; or
-
such conduct has the
purpose or effect of interfering with an individual's academic or work
performance or creating an intimidating, hostile or offensive
employment, educational, or living environment.
Questions, concerns
and complaints about discrimination or harassment in any area of the
University or about the application of laws and regulations related to
equal opportunity and affirmative action should be directed to: Office
of Equal Opportunity, The University of Maine, Room 101, 5754 North
Stevens Hall, Orono, ME 04469-5754; (207) 581-1226 (voice) 581-9484
(TDD).
University of Maine
System, Board of Trustees 1990
Modified 1998
