1	Office of Human Resources Sexual Harassment Training for Faculty
2	Introduction Mississippi University for Women seeks to foster an atmosphere of respect for all members of the University community. To this end, the University is committed to maintaining a work and learning environment free of sexual harassment. Sexual harassment is a violation of federal law, as well as the rules and regulations of the University. Sexual harassment by faculty, staff, or students will not be tolerated at the University. Offenders may be subject to appropriate University disciplinary action up to and including dismissal or expulsion. As used in the University policy, the term "faculty" or "faculty member" includes all instructional staff, including graduate students with teaching responsibilities. This exercise is important and is required of all employees at Mississippi University for Women. It is not designed to take the place of advice from the appropriate authority. Employees should seek guidance from their unit manager, Human Resources, or any University administrator when a situation occurs.
3	Completing The Exercise This exercise is divided into two parts. The first part is a short overview of current harassment/workplace issues. The second part is an exercise in which sexual harassment related scenarios and their appropriate resolutions are provided. The entire exercise will take approximately twenty minutes to complete. You must complete the entire exercise in one session in order to receive credit.
4	Receiving Credit Receiving Credit To receive credit, complete the form presented at the end of the exercise. When you submit the form, an email will be sent to Human Resources that verifies your completion. This email verification will be on file in the Human Resources office. If you do not complete and submit the form, we will not be able to verify that you completed the exercise and you will not receive credit. Scores and Confidentiality No score or grade is recorded or maintained. The University's goal is to make sure this important information is made available to every employee.
5	Questions? Questions about this exercise should be directed to: Human Resources MUW-1609 329-7222
6	Sexual Harassment Training Objectives Identify the purpose of sexual harassment training Identify the employment laws dealing with sexual harassment Define sexual harassment Identify who can commit sexual harassment Identify who can be the victim of sexual harassment Identify the forms of sexual harassment Identify the University’s procedures for dealing with sexual harassment
7	Major Federal Law Prohibiting Sexual Harassment Under Title VII of the Civil Rights Act of 1964, all employees have the right to work in an atmosphere that is free of discriminatory intimidation based on several factors, including sex. Since 1964, The Civil Rights Act of 1991 has given certain rights and remedies to employees who are subject to discrimination, including sexual harassment.
8	Sexual Harassment Defined According to the Equal Employment Opportunity Commission (EEOC) sexual harassment is: “Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment.”
9	Any employee or individual in the University community can commit sexual harassment including: Supervisors Subordinates Faculty Co-workers Students Individuals of the same sex Visitors to campus
10	Victims of sexual harassment can include: Direct targets of sexual harassment Bystanders and witnesses to unlawful acts of sexual harassment Male or female
11	Two Types of Sexual Harassment Quid pro quo - Exchange something for something Examples A faculty member informs a student that if he/she will engage in sexual relations with the faculty member, he/she will be guaranteed an “A.” A supervisor suggests to a subordinate that if he/she rejects a sexual request then the subordinate will not receive a raise.
12	Two Types of Sexual Harassment Con’t. Hostile Environment – refers to sexual comments, physical touching, or displays of objects that “unreasonably interfere” with work or academic performance or that create an “intimidating, hostile, or offensive environment.” Examples Displaying sexually graphic calendars, graffiti, sexual objects, or pictures; regular, persistent use of sexually offensive language, jokes, suggestions of a sexual nature, gestures, or comments.
13	Responding to Sexual Harassment Guidelines to follow if you witness an act of sexual harassment If appropriate, help the victim out of the situation Encourage the victim to inform the offender that the behavior was unwelcome Follow University policy for reporting sexual harassment
14	Responding to Sexual Harassment If a student/co-worker reports sexual harassment to you Take all complaints seriously Respond quickly Notify your supervisor, any administrator, or Human Resources immediately Maintain confidentiality
15	MUW Procedures For Dealing With Sexual Harassment Any individual who feels that she or he has been sexually harassed should make a complaint and seek relief through the informal and/or formal procedures.
16	MUW Procedures For Dealing With Sexual Harassment Con’t. The informal procedure seeks a resolution through discussions of the alleged violation through the process outlined in the University’s Sexual Harassment policy and does not involve the use of a formal hearing with a hearing panel.
17	MUW Procedures For Dealing With Sexual Harassment Con’t. The individual may either initially or after having sought a resolution through the informal procedure, bring a complaint through the formal complaint procedure as outlined in the University’s Sexual Harassment policy. This procedure involves a formal process for filing the complaint, investigating the allegations, and a formal hearing.
18	Closing Thoughts Satisfactory resolution for every affected employee can be achieved through… Quick employee reporting and management response Maintaining objectivity throughout the investigative process Implementing a fair and appropriate procedure
19	Proceed to the Testing Section Click here to take a test on what you have learned