Policy Relative to Harrassment on the basis of race, religion, color, national origin, gender, age,
sexual orientation, veteran status or physical or mental disability.

FHSU is committed to an environment in which students, faculty, administrators and academic staff (both classified and unclassified) can work together in an atmosphere free from all forms of harassment, exploitation or intimidation.

It is the policy of FHSU to prohibit harassment of individuals on the basis of their status which includes race, color, religion, gender, national origin, sexual orientation or a physical or mental disability. T he protection afforded by this policy applies equally to all segments of the university community (i.e., students, unclassified personnel, classified personnel, and employees of associated corporations).

Definition of Harassment
Harassment includes, but is not limited to, verbal, physical or written behavior directed toward or relating to an individual or group on the basis of their status and has the purpose or effect of:

1. Creating an intimidating, hostile or offensive work or educational environment;

2. Interfering with an individual’s work, academic performance, living environment, personal security or participation in any university- sponsored activities;

3. Threatening an individual’s employment or academic opportunities.
This definition also applies to harassment of persons because of their association or support of members of a protected class.

Harassment on the basis of gender is further defined as any behavior that through inappropriate sexual content or disparagement of members of one gender has the same purpose or effect as items 1, 2 or 3 above.

Any behavior, whether verbal or physical, constitutes sexual harassment if:

1. Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature (e.g. uninvited touching) are made a term or condition of an individual’s employment or education;

2. Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature are used as a basis for employment or academic decisions affecting that individual (e.g. grades, evaluations, promotions, letters of recommendation);

3. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature have the purpose or effect of unreasonably interfering with an individual’s academic work or performance or creating an intimidating, hostile or offensive working or learning environment.

Any reprisals taken against an individual reporting, objecting to or serving as a witness about harassment will be considered a separate and distinct act of harassment.

While some examples of harassment, such as physical and verbal assaults, are easily identified, more frequent and generalized instances, such as blatant and subtle graffiti and insensitive use of language, including epithets and “humor,” often go unacknowledged. All of the above instances are demeaning and violate the spirit of this policy.

Under Title VII of the Civil Rights Act of 1964, employers are responsible for the actions of their agents. Supervisors and employers are accountable for actions of employees if those supervisors and employers are aware or should have been aware of any harassment.

Resolving Harassment and Other Affirmative Action Complaints
Students who believe they have been the object of harassment or discrimination (whether from a faculty or staff member or from another student) should meet with the university’s Affirmative Action Officer who will help the student understand and initiate the appropriate process for dealing with the complaint. Both informal and formal resolutions are available. Other campus offices where the student might seek assistance include the Office of Student Affairs and the Kelly Center.

Fort Hays State University reserves the right to investigate and take appropriate action in those situations where the com-plainant chooses not to file a formal griev-ance but the institution, in its discretion, believes the matter cannot be ignored.

The procedures for resolving grievances are available from the Affirmative Action Office, located in Picken 206. They are also available on the FHSU Web site http://www.fhsu.edu/judicial.