This policy should be reviewed in its entirety on-line: http://www.cmu.edu/policies/documents/SexHarass.html.
Carnegie Mellon's computer based training program, titled, "Prevention of Sexual Harassment" is available for all students, faculty and staff at all times: http://newmedialearning.com/psh/carnegiemellon/index.htm . If you would like to speak to a sexual harassment advisor, you can call the university sexual harassment hotline which will identify a sexual harassment advisor at 412-268-7445.
Carnegie Mellon University is committed to maintaining a learning and work environment free from sexual harassment. Carnegie Mellon is dedicated to the free exchange of ideas and the intellectual development of all members of its community. For this exchange and development to take place freely, the institution promotes the confidence to work, to study, to innovate, and to perform without fear of harassment. Sexual harassment is specifically prohibited by Carnegie Mellon University. The definition of sexual harassment as formulated by the Federal Equal Employment Opportunity Commission (EEOC) has been adapted for our educational environment. The adapted EEOC definition is any unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when:
- submission to such conduct is an explicit or implicit condition of employment, or of evaluation or advancement of a student; or
- submission to or rejection of such conduct is used as the basis for an employment, evaluation, or advancement decision; or
- such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.
The free expression of ideas being essential to the mission of the university, discourse conducted in accordance with the University Policy on Freedom of Expression and with the statement on Academic Freedom and Responsibility enunciated in the Appointment and Tenure Policy of Carnegie Mellon University, whether in written, spoken, or electronic forms, will not be regarded as creating an offensive work environment for the purposes of this definition.
Under federal, state, and local legislation, employers have an affirmative duty to address the issue of sexual harassment in the workplace; to devise and adopt appropriate procedures for maintaining a working atmosphere free of sexual coercion or intimidation; and to investigate claims of sexual harassment. The present policy (herein referred to as "this policy") is intended to implement the cited mandate.
All members of the university community are expected to take reasonable measures to prevent and discourage any sexual harassment from occurring; prevention should, in particular, be a guiding concern for all involved in any proceedings under this policy. Any faculty member, student, or staff employee found to have violated this policy by engaging in conduct constituting sexual harassment will be subject to appropriate disciplinary action, which may include dismissal, expulsion, or termination in sufficiently serious cases.
In support of its commitment to maintain an environment free of sexual harassment, the university makes sexual harassment advising as widely available as possible. To that end, the university assigns special responsibility to the persons on its panel of sexual harassment advisors. The university also provides multiple avenues, both formal and informal, for addressing incidents of sexual harassment. Informal resolution may involve the assistance of sexual harassment advisors, supervisors, or other administrators. A formal complaint procedure is also available, and is described below.
No person will be reprimanded or retaliated against in any way for initiating an inquiry or lodging a complaint in good faith regarding sexual harassment; any conduct constituting such a reprimand or retaliation is a violation of this policy and is equally subject to disciplinary action under it. Any person subjected to conduct perceived as a reprimand or retaliation for initiating an inquiry or lodging a complaint in good faith regarding sexual harassment should promptly report all relevant information to one of the sexual harassment policy coordinators (the administrators charged with the supervision of all matters relating to sexual harassment). The university is also committed to protecting the rights of any person against whom an allegation of sexual harassment is made.
Sexual Harassment Policy Coordinators
The coordination of matters pertaining to this policy is entrusted to the following administrators, referred to as the sexual harassment policy coordinators.
Mark Kamlet, Provost - 412-268-6684, email@example.com
Barbara B. Smith, Associate Vice President - 412-268-5070, firstname.lastname@example.org
Gina Casalegno, Dean of Student Affairs - 412-268-2075, email@example.com
The following is a summary of the principles that shall govern all procedures under this policy, to the extent permitted by law.
- Procedures are to be fair, both in substance and in perception, to all persons concerned, to the various constituencies, and to the Carnegie Mellon community.
- All persons concerned are to be treated with respect and impartiality.
- The protection of the privacy of all persons, to the extent compatible with the purpose of this policy, requires that strict confidentiality be maintained.
- Informal resolution of allegations of sexual harassment is very important and is to be encouraged.
- When a formal complaint is processed, both parties must be provided access to all charges, claims, and other relevant information.
- Persons providing advice or called upon to investigate allegations of sexual harassment will be thoughtfully chosen and properly trained.
- All procedures should be implemented as expeditiously as is consistent with their integrity and fairness.
Sexual Harassment Advisors
Trained advisors are available to talk with members of the community who have questions or concerns about sexual harassment. They can also provide information about established guidelines and procedures for dealing with issues of sexual harassment and its prevention, and will help individuals pursue effective courses of action.
In the exercise of their functions, the sexual harassment advisors will maintain the greatest degree of confidentiality consistent with their responsibilities as university representatives.
Panel of Sexual Harassment Advisors
Susan Ambrose, Associate Provost for Education; Director, Eberly Center for Teaching Excellence; Teaching Professor, Department of History
Cyert Hall 127, 412-268-2855 or x82896, firstname.lastname@example.org
Holly Hippensteel, Assistant Dean of Student Affairs
Warner Hall 3rd Floor, 412-268-2075, email@example.com
David Krackhardt, Professor of Organization and Public Policy
Hamburg Hall 2112B, 412-268-4758, firstname.lastname@example.org
Suzie Laurich-McIntyre, Assistant-Vice Provost for Graduate Education
Warner Hall 533, 412-268-7307, email@example.com
Carole Panno, Senior Associate Director of Annual Giving
PPG 6, 14th floor, 412-268-1617, firstname.lastname@example.org
Susan Polansky, Head Modern Languages and Teaching Professor
Baker Hall 168, 412-268-2868, email@example.com
Scott Sandage, Assistant Professor of History
Baker Hall 236, 412-268-2878, firstname.lastname@example.org
Gloriana St. Clair, University Librarian
Hunt Library Administrative Office, 412-268-2447, email@example.com
Karen Stump, Director Undergraduate Studies and Chemistry Teaching Professor
Doherty Hall 1316, 412-268-3340, firstname.lastname@example.org
Cynthia Valley, Ph.D., Director, Counseling and Psychological Services
Morewood Gardens E-Tower, 412-268-2922, email@example.com
Human Resources Advisors
Amy Barry, Director, Human Resource Services
Whitefield Hall 206, 412-268-5081, firstname.lastname@example.org
Everett Tademy, Assistant Vice-President Equal Opportunity Services and University Ombudsman
Whitfield Hall 200, 412-268-2012, email@example.com
Home Telephone: 412-243-2950
Freida Williams, Human Resources Representative
Whitfield Hall 205, 412-268-1745, firstname.lastname@example.org
Home Telephone: 412-337-5878
Lorina Wise, Director of International HR and Risk Management
Whitfield Hall, 412-268-5080, email@example.com
Responsibility of Supervisors
Supervisors are responsible for maintaining an environment that is free of sexual harassment. A supervisor observing any conduct that appears to constitute sexual harassment, or receiving a report of such conduct, is required to proceed as follows:
- Contact and consult with a Human Resources Sexual Harassment Advisor.
- Investigate the matter immediately, preferably with the assistance of the sexual harassment advisors or policy coordinators.
- Take the necessary corrective action within the scope of his or her authority.
Note: For the purposes of this policy, the term supervisor denotes a university employee who has been given the authority to evaluate, direct, reward, or discipline one or more other employees and/or students, or to effectively recommend such action.
Any member of the university community, whether faculty member, student, or staff member, who believes she or he has been subjected to sexual harassment or knows of the occurrence of probable sexual harassment is strongly urged to immediately contact one of the sexual harassment advisors or policy coordinators directly or with the help of the sexual harassment hotline. Because of the sensitivity of sexual harassment issues, an advisor will then promptly endeavor to thoroughly review the matter with the person making the allegations to determine whether sexual harassment appears to have occurred, and proceed, in consultation with the person having brought the matter to the advisor and a sexual harassment policy coordinator, to take or recommend appropriate action.
Such action may be, for example, obtaining an informal agreement to stop the harassment, or reporting to an appropriate supervisor. All reviews conducted with the assistance of a sexual harassment advisor will be designed to consider the privacy of all parties concerned and to minimize suspicion toward any of them.
Note: This policy places great importance on the success of supervisors in taking early, effective action in response to reports of sexual harassment concerns. The policy works best when supervisors are informed and can act to alert members of Carnegie Mellon University to alter behaviors that may otherwise evolve into sexual harassment.
A person who believes that she or he has been subjected to sexual harassment may choose, either initially or after having sought a resolution through consultation with a sexual harassment advisor and/or through a report to a supervisor, to lodge a formal complaint. A formal complaint must be lodged no later than one year after the most recent conduct alleged in the complaint to constitute sexual harassment. The lodging and processing of a complaint does not preclude the possibility of an informal resolution of the matter.
Anyone considering lodging a formal complaint is required to contact a sexual harassment advisor for advice. Merely discussing an intended complaint with an advisor does not commit one to actually lodging the formal complaint.
The procedures devised for the handling and disposition of a complaint are designed to consider the privacy of all persons involved in the complaint. Every effort is to be made to preserve confidentiality to the extent compatible with fairness and with the constraints of the law.
Appropriate sanctions will be imposed for violation of this policy, regardless of whether there has been a formal complaint. The sanctions will depend on the circumstances and the gravity of the violation, and may range from reprimand to dismissal, expulsion, or termination.
The decision to impose sanctions and the procedure for imposing them shall conform: in the case of a member of the regular, research, or special faculty or a lecturer-track appointee, to the provisions of the section on Dismissal for Cause and Other Sanctions of the Appointment and Tenure Policy of Carnegie Mellon University (except that action regarding such a person's administrative appointments is at the discretion of the president); in the case of a student, whether undergraduate, graduate, or special, to the provisions in the section on discipline in this handbook; in the case of a staff member, to the provisions in the section on Staff Relations in the Staff Handbook, unless superseded by the provisions of an applicable collective bargaining agreement.